Report on Performance Reviews, Appraisals, and Training at Tesco

This report provides a comprehensive overview of performance management practices at Tesco, a multinational grocery and general merchandise company. It begins by defining the purpose of performance reviews and appraisals, highlighting their role in evaluating employee contributions, identifying areas for improvement, and determining training needs. The report then details various appraisal techniques, including ranking methods, easy appraisal methods, and the 360-degree appraisal system, with an emphasis on the importance of a private environment for conducting appraisals. Furthermore, it examines how Tesco adheres to organizational policies and procedures during performance reviews and emphasizes the significance of providing clear, specific, and evidence-based feedback. The report concludes by discussing how future actions are agreed upon based on appraisal findings and identified development needs, alongside an exploration of training techniques applicable in the workplace and the analysis of learning and development interventions. The report discusses the training techniques, organizational policies, and resource availability, with the aim of meeting individual and business needs.

BUSINESS
ADMINISTRATION

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY ..................................................................................................................................1
1.1The purpose of performance reviews and appraisals.............................................................1
1.2Explain techniques to prepare for and carry out appraisals...................................................2
1.3Provide a private environment in which to carry out appraisals............................................3
1.4 Carry out performance reviews and appraisals in accordance with organisational policies
and procedures............................................................................................................................4
1.5 Provide clear, specific and evidence-based feedback sensitively.........................................4
1.6Agree future actions that are consistent with appraisal findings and identified development
needs............................................................................................................................................5
2.1Describe training techniques that can be applied in the workplace.......................................6
2.2Analyse the advantages and disadvantages of learning and development interventions and
methods.......................................................................................................................................6
2.3Explain organisational learning and development policies and resource availability...........7
2.4Review individuals’ learning and development needs at regular intervals............................7
2.5Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs.....................................................................................................8
CONCLUSION................................................................................................................................8
REFRENCES.................................................................................................................................10
.......................................................................................................................................................10

INTRODUCTION
Business administration is one of the crucial part of an organisation. It can be described
as management of business which is consist of many key responsibilities such as supervising and
overseeing business operations (Astrauskaite, Kern and Notelaers, 2014). This report will be
discussing about the management operations of Tesco which is a multinational groceries and
general merchandise. The respective organisation has been serving in seven different countries
which are United Kingdom, Thailand, India, Ireland, etc. Addition to this, the report will also be
discussing about the reasons of reviewing performance and appraisals of the employees of Tesco.
There are different methods of carrying out appraisals which will be discussed in the respective
file. There are different policies and procedures of respective organisation which are followed to
carry out appraisals will be studied in the report. Thus, a clear and specific feedback will also be
mentioned. There are different techniques to identify the appraisals and development needs.
Thus, different training that are applied to train the employees of Tesco will be discussed in the
report. There are various resources and development policies of respective organisation which
are stated in the assignment.
MAIN BODY
1.1 The purpose of performance reviews and appraisals.
Performance appraisals is a method of evaluating employees measured by the
performance of individuals and potential of their development in the work place. It helps in
evaluating the contribution of each employee to achieve the objectives of Tesco. Thus, some of
the purposes of performance reviews and appraisals are mentioned below:
Evaluation- Performance appraisals helps the management of Tesco in evaluating and
maintaining the record of job performance of each employee on the basis of efforts and
achievements of the employees of respective company (Barak, 2016). Addition to this, these
employees are judged on different basis as well such as behaviour, personality, etc. which helps
in determining the future growth of each staff member of Tesco.
Identify area of weakness of employees- The performance appraisals also helps in
identifying the weak points of each employee which can be polished with trainings and other
motivational factors. Through this, Tesco can help in maximising the productivity of the
company's employees.
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Determine Training and Development Needs- Every employee is different in Tesco.
Thus, there needs or training and development is also not similar to other employee. Hence,
different training techniques are successful for determining different needs to employees through
which the management of Tesco can help in polishing the skills and other development needs of
the staff members. This can also help the company to apply adequate training method which can
assure more positive results of training and help in achieving high level of productivity for the
respective company (Baron and Parent, 2015).
1.2 Explain techniques to prepare for and carry out appraisals.
There are various methods or techniques which are practised by Tesco plc. To carry out
appraisals. Some of them are Graphic rating scales, easy appraisal method, ranking method,
work standard approach and many more. Thus, some of these are discussed below:
Traditional Techniques:
Ranking Method- It is a one of the most simple method of evaluating performance in
which the individuals are compared to each other and then ranked from best to worst on the basis
of their performance. This method can help the management of Tesco to have an overall
assessment of the employees. However, there are chances of increase in discrimination because
of ranking method. Thus, managers of Tesco should consider both of these aspects before
practising this style of appraisal technique.
Easy Appraisal Method- It is one of the effective method of appraising the employees.
In this, the supervisors or the managers writes down a detailed descriptive essay or a written
document on the performance of each employee of the company on the basis of strength,
attitude, weaknesses and behaviour towards the duties and job responsibility. Thus, the
management of Tesco can explore and describe the qualities and weaknesses of the employees
which needs to be improved (Brulin and Svensson, 2016).
Modern Techniques:
360 Degree Appraisal System- It is one of the modern technique of appraisal in which
the employee gets feedback from all the members of the company such as managers, peers,
customers, subordinates, etc. The content of these feedback forms are usually consist of wide
range of competencies, work environment, etc. Thus, management of Tesco can practise this
method in order to collect more feedbacks which helps in measuring justification to the job that
is performed by the employees of respective company.
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1.3 Provide a private environment in which to carry out appraisals.
Private environment is very much important and is practised by many organisation to
insure the privacy among the employer and the employee. There are various steps which are
taken in consideration by the managers of Tesco while preparing for and carrying out appraisals
in private environment. These are discussed below:
Preparation- It is essential for the managers of Tesco to prepare a private environment in
order to have an effective performance appraisals (Gamrat and et. al., 2014). If the appraisals are
not prepared well, the managers might miss a chance for improvements and feedbacks which is
very important for the respective organisation. Hence, with adequate examples and pattern that
are identified, the manage of Tesco can help the employee in providing feedback personally and
employees will be able to understand and react in more effective manner.
Goal Setting- It is important for the employees to understand and have a clarity
regarding the expectations of the company regarding the performance and commitment towards
the goals. Thus, the managers of Tesco should document the performance needs with the help of
written agreement from the employees privately. Hence, further discussions regarding the
employee's performance can be referred to these documents in personal meetings which helps in
having a less complex appraisals procedures.
Clarity around Evaluation- It is crucial to provide the basis of evaluating employee's
performances to the staff members of Tesco. Thus, the managers should describe the method of
evaluating the performance in personal meetings in order to achieve the goals and what is
expected from the employees of respective company.
Focus of Entire performance period- The employees performance should not be judges
on the basis of recent events (Hillson and Murray-Webster, 2017). However, the managers of
Tesco should focus on and document the performance of entire evaluation period as there might
be fluctuation or changes in the performance pattern in recent span where as the output in
previews months are more positive. Thus, the managers Tesco should consider all these factors
and decide accordingly.
Regular Follow ups- The general time period of performance appraisals in Tesco is
usually annual or twice a year which is not enough motivating for many employees of the
respective company. Thus, the managers should conduct monthly meetings with each individual
in order to sustain performance goals and progress to attain it.
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1.4 Carry out performance reviews and appraisals in accordance with organisational policies and
procedures.
The performance appraisals policy is very crucial for the individuals and organisation. It
helps in ensuring the employees that their hard work and dedication is appreciated. Hence, it is
consist of rules and regulations which needs to be taken care by the employees. According to the
policy of Tesco, it is the fundamental right of employees of company to get their performance
reviewed (Hunter and Warren, 2014). Similarly, the managers should be honest and fair while
executing the performance review process.
The process of performance review and appraisals policy as per Tesco -
 Analysing individual's performance and their working capabilities.
 Grading and appraisal practices should have to be carried out in fair manner in order to
motivating employees in effective manner.
 Appraisal of employee needs to be determine capabilities of each individual without any
discrimination.
 The performance review and appraisal policy requires to be based on identification of
individual's performance that determine their capabilities that getting enhanced.
1.5 Provide clear, specific and evidence-based feedback sensitively
Feedbacks are important for continuous growth and improvement in the employees
performance. A manager should provide a positive feedback to keep the employees motivated.
Feedbacks give a feeling of belongingness to the employees. The HR manager at TESCO
provides feedback about the performance of the employees before their appraisal. It is a process
that is done on regular basis to provide the status of employees performance. The HR manager of
TESCO provides useful and encouraging feedbacks (Manuti and et. al., 2015). The feedbacks
contains the areas that are required to disclose to the employees in order to improve their
performance. The evidence-based feedback that could be provided to the employees are as
follows:
 Act immediately: A feedback should be provided as soon as the matter has been
addressed by the manager. The HR manager of TESCO should not wait for too long to
provide feedbacks. A feedback is productive if it is given promptly and frequently.
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 Right time and place: No matter how severe an issue, the feedbacks should always be
provided on the right time and at the right place. The HR manager can provide the
feedbacks in private and have an open conversation with the concerned employee.
 Be specific: A feedback must be specific with the problem and should also include
examples of behaviour to make the employee understand what is expected of him.
TESCO manager should provide clear suggestions to improve the employee's
performance (Qenani, MacDougall and Sexton, 2014).
 Use of positive language: A positive feedback encourages more as compared to negative
feedbacks. The HR manager provides feedbacks that contain positive language and avoid
using negative language.
1.6 Agree future actions that are consistent with appraisal findings and identified development
needs.
Performance appraisal is a chance for an individual employee to get to know about their
performance and development at the workplace. It is a tool that used by line manager to evaluate
the performance of the employees. The appraisal is conducted in order to make the employees
understand their role and the value of performance appraisal in overall development. The HR has
no role to play in this.
A performance appraisal is not solely associated with the achievement of objectives but
the ways by which they are achieved. A manager conducting performance appraisal should be
skilled enough to carry out an effective performance appraisal. Performance appraisal includes
asking right questions, listening the employees carefully and giving feedback.
The manager at TESCO should prepare plans and strategies for the development of
individual employees. The manager should evaluate the performance of the employees and
assess the areas where they need training to improve the performance. For this purpose, the
manager should also make the employees understand what the company is expecting out of them
(Saundry and Wibberley, 2014). Further, the manager should consider the personal issues of the
employees and provide support to them so that employees can work efficiently. All such factors
should be considered while appraising the performance of the employees. Furthermore, the
managers should set the appraisal criteria which is liked by and in favour of all the employees.
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2.1 Describe training techniques that can be applied in the workplace
Training is a most important aspect that assist in enhancing interpersonal skill and
working abilities of individual's. In Tesco, manager and leader conducts different training
sessions for their employees in order to maximising business productivity easily. The main
objective of organisation is to providing quality services to their customers by analysing their
requirement and need properly. For this, organisation implement different technique in their
workplace as -
On the job training – This is a most effective technique of training session in which
senior employees of a firm provides different trainings to their new employees (Saundry and et.
al., 2016). Tesco basically implement these kind of training practices for their new workers in
order to introduce organisation's working environment in front of them properly. In this
procedure, manager of firm play a most important role in terms of introducing training sessions
during the working hours. These kind of training sessions are cost effective but it reduce
productivity of existing employees directly. On the basis of these training practices,
management of firm can get desired results easily.
Off the job training – This types of training sessions are basically conducted by outside
the organisation apart from working hours of employees. For this, Tesco conducts different
seminars and conferences for their employees that assist them in providing knowledge regarding
new working aspects in firm. Off the training sessions consumes cost but it saves working hours
as well as their productivity easily. Main objective of conducting these kind of session in the
firm is to providing relevant information to employees about latests developments, new
technologies etc.. All these sessions are basically conducted by manager and HR manager of firm
by analysing employee's requirement and need properly (ten Cate and et. al., 2015).
2.2 Analyse the advantages and disadvantages of learning and development interventions and
methods
Learning development intervention is a most specific approach that assist in educating
individuals in different manner. These kind of practices has their own advantages and
disadvantages as -
Advantages – Learning development intervention is a most effective approach because
through this senior managers can easily provide training practices to their new workers. All these
aspects can be effective because it works on specific needs of employees for attaining
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organisational goals and objectives easily. Main advantage of this session is that it works on
individual's working skill for the betterment of their career practices.
Disadvantages – Learning development intervention practices have direct impact upon
the productivity of individuals who are working in an organisation. It also have an disadvantage
that for conducting these kind sessions, Tesco needs to appoint a trainer who have a effective
knowledge and interpersonal skill of providing training to individual of the firm.
2.3 Explain organisational learning and development policies and resource availability
Organisational learning is a process of creating, retaining and transferring knowledge
within an organisation. Organisation improves over time as it gains experience and learning is
the way to creating new knowledge and experience. Tesco design policies that helps to develop
knowledge, skills and attitude of staff that leads to improvement in efficiency. In an organisation
like Tesco training and development programs needs to be implemented on regular basis.
Training and developed are inter linked in an organisation as trained employees will be more
productivity that leads to development (Wilson, 2014). Learning and development programmes
in organisation is linked with availability of resources. This also creates an opportunities to
learners to enhance their skills that supports Tesco to attain sustainable development.
Management needs to assess training needs of employees in the organisation and provide them
with appropriate training and learning program that will help to attain organisational goals.
2.4 Review individuals’ learning and development needs at regular intervals.
Technology and manner of performing various activities in the organisation keeps on
changing. To make employees competent to adopt these changes and work efficiently by
adopting changes individuals learning programs needs to be provided on regular basis. This
continuously learning programmes helps Tesco to achieve its goals and objectively effectively.
Some of them are discussed as under-
Organisational reviewing: Goals and objective of employees and organisation moves
together. Organisational reviewing helps to compare performance of individual in organisation
with its competitor that posses same level of skills and knowledge. This helps organisation to
review individual performance in comparison to set standards of organisation and helps them to
achieving their objective.
Personal reviewing: Personal reviewing helps an individual to come across with all
potentials and strengths that is possessed by individual. Personal review of individual
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performance will help to come over to any insufficiency that is posses by individual. Individual
and organisational goals will be achieved efficiently.
Training and Learning reviewing: Training and learning programs provided to workers
in Tesco do not make each employee productive at same level. Reviewing training and learning
helps to understand impact of training program on each individual. As individual who posses
good catching power requires less training then a fresher employee. Innovative and effective
trainings are provided to individuals that helps in sustainable achievement of organisational
objective (Wilson, 2014).
All these reviewing helps to make human resource of Tesco more efficient and
productivity that leads to development of organisation.
2.5 Suggest learning and development opportunities and interventions that are likely to meet
individual and business needs.
Learning and development opportunities are essential for organisation and individuals to
meet their individuals objectives and also to meet objective of organisation as a whole. Some
learning opportunities are-
On the job training in this employees are trained while they are performing their activities
by the person who is experienced.
Off the job training in which a different set up is created and before joining actual work
environment employees are trained their to perform various activities.
Working environment should be comfortable to employees that will help them to be more
productive and efficient. Tesco provides off the job training to their employees as complexity
involved with work is high and to perform this work complete training is required.
CONCLUSION
From the above discussion, it can be concluded that business administration is a wider
subject which plays a very crucial role in an organisation. Addition to this, it can also be
examined that performance reviews and appraisals is very important in order to improve the
productivity of the company. There are various techniques to assess the performance and
appraisals of employees of company such as ranking method, easy appraisal method, etc.
however, 360 degree method is the best solution for the respective company as it is a modern
technique which helps in attaining feedback from different individuals of company. Along with
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this, there are various policies of the company which are taken in consideration while evaluating
performance appraisal. It can also be examined that learning and development is very important
for each individual of the company which results in maximising the growth and profitability of
the organisation.
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REFRENCES
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phenomena supporting the individual development process. Journal of Leadership &
Organizational Studies. 22(1). pp.37-53.
Brulin, G. and Svensson, L., 2016. Managing sustainable development programmes: A learning
approach to change. Routledge.
Gamrat, C. and et.al., 2014. Personalized workplace learning: An exploratory study on digital
badging within a teacher professional development program. British journal of
educational technology. 45(6). pp.1136-1148.
Hillson, D. and Murray-Webster, R., 2017.Understanding and managing risk attitude.
Routledge.
Hunter, B. and Warren, L., 2014. Midwives׳ experiences of workplace resilience. Midwifery.
30(8). pp.926-934.
Manuti, A. and et.al., 2015. Formal and informal learning in the workplace: a research review.
International journal of training and development. 19(1). pp.1-17.
Qenani, E., MacDougall, N. and Sexton, C., 2014. An empirical study of self-perceived
employability: Improving the prospects for student employment success in an uncertain
environment. Active Learning in Higher Education. 15(3). pp.199-213.
Saundry, R. A. and Wibberley, G., 2014. Workplace dispute resolution and the management of
individual conflict—A thematic analysis of five case studies.
Saundry, R. and et.al.,2016. Managing individual conflict in the contemporary British workplace.
Managing individual conflict in the contemporary British workplace. 2016(2).
ten Cate, O. and et.al., 2015. Curriculum development for the workplace using entrustable
professional activities (EPAs): AMEE guide no. 99. Medical teacher. 37(11). pp.983-
1002.
Wilson, J.P., 2014. International human resource development: Learning, education and training
for individuals and organisations. Development and Learning in Organizations. 28(2).
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