BMSW5102: Developing Relationships and Workplace Achievements Report

This report provides an analysis of developing relationships and workplace achievements within Boots, a leading pharmacy, health, and beauty retailer. It examines a new project focused on harmless products, aligning with the company's mission to prioritize customer well-being. The report delves into performance management strategies, emphasizing the importance of communication, objective setting, and feedback. It outlines the performance management cycle, including planning, monitoring, reviewing, and rewarding, to enhance employee motivation and performance. Furthermore, the report evaluates different development vehicles such as 360-degree feedback, 540-degree feedback, and management by objectives (MBO), weighing their advantages and disadvantages in the context of Boots. The report concludes with a professional development plan (PDP) framework, utilizing the MSART approach to meet individual employee needs and expectations, focusing on areas like employment law knowledge and administration skills.

BMSW5102 DEVELOPING
RELATIONSHIPS AND
WORKPLACE
ACHIEVEMENTS

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Project idea...................................................................................................................................3
Performance management............................................................................................................3
Performance management cycle..................................................................................................4
Evaluate development vehicles....................................................................................................6
Professional development plan (PDP).........................................................................................8
RECOMMENDATIONS...............................................................................................................12
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Developing relationship and workplace achievements is responsibilities of human
resources management to manage the business relationship with employees and objectives of
business. The human resources management focus on performance management of employees
and meet the expectation of business employees and individuals within the organization. The
chosen organization is Boots. It is the largest pharmacy health and beauty chain in the United
Kingdom. Company have 53000 employees and team members within the organization. This
company is the health care profession, beauty specialist and registered pharmacist. This report
will discuss the new project of business and performance management (Mahmood, 2022). This
report will also elaborate the different vehicles such as management by objectives, 540 degree
feedback and 360 degree feedback for identify the expectation and develop satisfaction needs of
employees to meet organization success and individual needs.
MAIN BODY
Project idea
Boots company leading pharmacy health and beauty retailer in united kingdom with over
2200 stores to larger destination health and beauty stores. The main purpose of company is to
make customers feel better and look better than they ever possible. Company is the UK largest
retail pharmacy international with the global leader in pharmacy led health and well-being retail
(Mellody, 2022). The new project of Boots company is to come up with harmless products for
customers because the main mission of business is to being the first choice for pharmacy, health
and beauty through caring for customer, people and communities everywhere. Company will not
issue the non-toxic ingredients in products and monitors health and beauty products as closely
because customer choose the healthy make-up products (Chaudhari, Jain and Chatap, 2022). It
will also help to business employees because they get engaged with the business project to
achieve the goals and objectives of organization.
Performance management
Performance management is ongoing process of communication between the employees
and supervisors or human resources management in order to accomplish the business objectives.
It is the corporate management tools that helps in evaluate the performance of employees
regarding their work and monitors by managers. The performance management helps in create

the better environment where employees perform their best and produce high quality work
effectively and efficiently. The communication process in performance management includes the
setting objectives, clarify expectations, providing feedback, identifying goals and reviewing
results (Franco‐Santos and Otley, 2018). The performance management helps managers and
employees to see about the goals, career progress and expectations of individuals with the
workers align with the vision of company. Business manager can use the performance
management tools to make the other decision, adjust work flow, and recommend the new actions
that helps employees to achieve their goals and objectives.
The performance management program helps in make align with the employees activities
with the goals and vision of company, it helps in develop the specific job performance outcomes
of employees. It helps in define the job developments plan, however the supervisors and
employees define their specific job duties because ensure that how they will use their knowledge
for business benefits. Performance management helps in create the measurable performance
based on the expectation of employees within the workplace (Schleicher, 2018). Performance
management programs create meeting on regular basis as well as engage actively to evaluate the
progress.
Performance management cycle
The performance management cycle is the performance management strategy. It is
models that allow employees and business management to better achieve business goals with the
structured process of employee developments. The cycle consists the four step procedures such
as planning, monitoring, reviewing and rewarding. These methods of performance management
helps in enhance the structural flexibility, competitiveness, high employees motivation and
performance of employees. It is the best ways to improve the performance of employees. The
performance management cycle as discuss below:
 Planning: In the planning stage, the management team plan before talk to employees,
they should meet and discuss the goals and objectives of business for the year (Tudose
and Avasilcai, 2021). The planning stage involves the whole strategy for business with
the personal objectives of teams and employees, including specific task, developments
goals, target behaviours and actions. Firstly, management now about the details of project

planning that they want employees to achieve. In the collaborative process, managers
meet with employees and make strategic plan for year.
For example: managers should plan about harmless products projects and its details with the
overall strategy as well as set goals and objectives that achive by business employees. The
manager of boost company meet will meet with employees and ensure that planning also helps in
employees developments plans. At begin stage of performance management cycle, business
management get opportunity to identify the training and developments in employees.
 Monitoring: it is the key function for achieving the goals and objectives set out in the
beginning stage. In the stage, managers meet with employees on a quarterly and monthly
basis to check the performance progress of employees. Its is essential in business to
monitor the performance of employees. In this stage, problem may arise from poor
planning and lack of motivation so management also need to motivate employees and
provide them training and developments so business can easily oversee process.
For example: Boots company management needs to monitor the performance of employees in
new project. Evaluate that employees take interest in harmless products projects or not as well as
analysis the progress of project by monitoring stage of performance management cycle.
 Reviewing: Reviewing is the another opportunities for management to build a
collaboration with employees. It is the chance for management and employees to evaluate
about the both final result and new project process report.
For example: human resources management can review the performance and progress of project
with the actual plan about project (Helmold and Samara, 2019). Management provide feedback
to employees regarding the performance and that helps in exceed the performance of employees
to achieve the project goals and objectives.
 Rewarding: It is the final stage in the performance management cycle. This stage is
essential for employees motivation. It helps in met the goals and objectives of business
so, company needs to recognition the employees efforts and it ensures employees that
they should continuously work hard to achieve business goals.
For example: management should provide rewards to those employees who contribute more
towards the harmless cosmetic products. Boots management can offer one time bonus,
promotion, increase holiday time, etc.

Evaluate development vehicles
There are three different development vehicles and 3 drivers to analysis the performance of
employees within the organization.
360 degree feedback: A 360 degree review is the talent development tools that are used to
provide the feedbacks from all the directions. It is mainly known as the multi rare feedback. It is
the feedback performance data on individual employees as well as it is derived from several
stakeholders (Fleenor, Taylor and Chappelow, 2020). This drives helps in also round report of
employees journey within the business with strength and weakness of employees.
Advantages:
 It helps in create the self awareness about the strength and weaknesses of employees,
motivate them to journey towards the self improvements as well as reduce the staff
turnover. This strategy helps in provide the clear picture of strong and weak areas of
employees.
 It helps in provide the training gaps for organizational success and development of
individuals.
 It also helps in improve the productivity of Boots (Schaveleva, Iatcenko and Kuznetsov,
2018). This is the right strategy to improve the performance of employees and there are
always requirements of improvement in business for employees motivation.
Disadvantages:
 This can sideline the positive feedbacks, garners dishonest reviews and increase the
distrust in leaders as well as it is the time-consuming process.
 It can consume a lot of time of employees of Boots and maybe it will help employees
performance management or not.
540 degree feedback: 540 degree feedbacks is referred as the employee's performance appraisal
methods. These methods not only includes the superiors, subordinates and peers but also
includes the suppliers and self as well as vendors of business. In this method's person receive
feedback from all the interested person in business (Scotese, 2021). It helps in find the
shortcoming and strengthen of the person. The motivation techniques are also can use by Boots
company to motivate the targeted employees within the organization.

Company can use this strategy in the context of employee's will interact with customers and
clients for sales products and services. This feedback helps in improve the quality of employees.
Advantages:
 It helps in improve the performance of employees and enhance the productivity and
profitability of organization (Tiwari, Bhatt and Surjagade, 2021).
 These methods help in give the customer points of view in the competitive marketplace.
 Employees work with the vendors and suppliers.
Disadvantages:
 This strategy can demotivate employees from the negative feedbacks.
 It can affect the values and reputation of business within the business.
Management by objectives (BMO)
It is the strategic model that main purpose is to improve the performance of business by clear
objectives that are agreed by the both management and employees within the Boots company.
This model encourages the managers and employee and both are working towards the goals
(Francis, 2018). It allows managers to clearly communicate that they expect from the business
employees, and they must feel involve in the setting of business goals.
Advantages:
 This helps in improve the communication between employees and managers as well as
provide career developments opportunities for employees.
 There are involvements of employees in the goal setting process and motivated towards
to achieve the objectives.
 It helps in improve the company performance and provide opportunities to feedback their
employees regarding the performance.
Disadvantage:
 It requires the extra time, paperwork ad meetings, moreover it is the time-consuming
process so manger need to prepare the time meeting structure for employees.
 It also relies on the managerial skills (Amponsah-Tawiah, Opata and Tetteh, 2018).
 It considers the long initial time investments and inflexibility.
 For achieve the long term goals first require focusing on the short term goals for business
organization.

Professional development plan (PDP)
The professional development plan for Boots company with the suitability, feasibility and
acceptability to meet the identifies expectations and needs of individual employees with the
MSART framework.
Developm
ent
Objectives
Priority Activities
to
be
undertake
n
Resources Target
Start
Date
Target
End
Date
Evaluation
Improve
employme
nt law
knowledge
Very
important
Employme
nt law
incudes
the
workplace
safety and
privacy
within the
organizati
on, know
about job
security,
etc. there
are age
barriers in
employme
nt.
I will use
the articles
and books
and
journal
that helps
in develop
knowledge
regarding
the
employme
nt law.
25/08/22 2 month I will evaluate the
employment
knowledge of
employees with the
540 degree feedbacks
because it includes the
interaction between
the employees and
managers (Mazzotti,
2018).
Taking
notes of
Important Disciplina
ry are
I will use
the empty
30/08/22 2 months I will evaluate the
success of employees

disciplinar
y
important
within the
organizati
on for
employees
because it
creates the
company
reputation
and its
values in
the
competitiv
e
marketpla
ce.
room to
inform
employees
about the
disciplinar
y and also
use the
profession
al speaker
that helps
in guide
them to
improve
disciplinar
y within
the
organizati
on.
regarding the
disciplinary with the
helps of 540 degree
feedbacks because it
also helps in identify
the level of
disciplinary of
employees.
Develop
Administr
ation skills
and
software
training
Very
important
Software
training
and
administra
tion skills
are mots
important
in business
for
employees
to
accomplis
h the goals
Provide to
the job
training to
employees
for growth
and
developme
nts of
skills
which are
mots
important.
12/09/22 1 month I will evaluate the
performance of
software and
administration skills
with 360 degree
feedback to know
about the progress of
employees in Boots
company.

and
objectives.
Problem
solving
skills
very very
important
It is most
important
for
business to
develop
the
problem
solving
skills
requireme
nt of
individual
employees
within the
organizati
on. If
problems
will occur
in boots
that
employee
will able
to solve
any
problem
effectively
.
This skill
can be
improved
with the
helps of
profession
al trainers
that helps
in guide
and teach
employees
that how
to solve
any
uncertain
problems.
25/09/22 1 month I will identify the
performance of
employees regarding
the problem solving
skills with the helps of
450 degree feedback
to personally interact
with employees.
New Boots New Technical 30/09/20 2 months I will evaluate with the

technical
skills and
follow
changing
trends
company
will
improve
the
technical
skills of
individual
employees
for
accomplis
h the goal
of project.
technical
skills and
trends are
very
important
for
employees
.
skills can
improve
with the
use of
software's
and that
also helps
in follow
the new
trends.
helps of 360 degree
feedback to know
about the technical
skills and changing
trends of employees
and their improvement
by getting test to
improve the skills and
knowledge.
Time
manageme
nt
Very very
important
It is most
important
for
employees
to fulfil
the needs
and
expectatio
n (Rubens,
2018).
Time
manageme
nt helps in
guide
them to
accomplis
h work
within
giver
On the job
, books are
used to
improve
the time
manageme
nt skill of
employees
.
01/10/20 1 months Management by
objectives will also
helps in evaluate the
performance of
employees because its
require the managerial
skills and time
management skill is
the management type.

period.
Coordinati
on and
decision-
making
skills
Very very
important
It is most
important
for
business
and its
employees
because
coordinati
on helps in
get work
together.
Decisions
making
skills are
also
important
because it
helps them
to make
decision
frequently
regarding
work.
Decision
making
skills can
improve
with
practice by
supervisor
s and
manageme
nt team
and
coordinati
on will
also
improve to
specify
team work
to
employees
.
10/09/20 2 month Management can
evaluate the
performance of
employees with the
helps of management
by objectives because
decision-making skills
are also known as the
managerial skills so, it
is the best ways to
evaluate the progress
and performance of
employee's in
decision-making
process.
RECOMMENDATIONS
 Company can use the effective management strategies by asking the employee's opinion
regarding the progress of project.

 Boots can customize the training plans for employees and provide knowledge regrading
the project.
 Business needs to evaluate the skills and knowledge of employees.
 Business need to rememberer the 7'c communication that are most important for
management and employees.
 Company should encourage the transparency and remember its plan which decide at the
straying of business.
 Company should define its clear goals and objectiveness employees for reduce the lack
of conflicts and misunderstanding.
 Management should also encourage to employees with rewards and recognitions.
 Company also should use the individual pay related performance.
CONCLUSION
As the conclusion, the performance management are most important for the organization
because helps in maintain the relation between the employees and management team. As the HR
trainee in Boots company, identifies that there are various skills which are essential for business
such as problem solving kills, communication, creative thinking for projects and employees to
accomplish the company goals. In the conclusion, This report elaborated that the boots company
come with harmless products projects and employees are main part of business because they help
in enhance the productivity and profitability of organization so, management team improve the
progress of employees with the helps of performance management tools and managers provide
feedbacks to employees through 360 degree and 540 degree feedback. This report also discussed
the professional development plans of employees with the feasibility, acceptability and
suitability for identified the need and expectation of individual to meet the organizational and
employees personal goals.

REFERENCES
Books and journals
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versus management-by-objectives. International journal of law and management.
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Traditional and Pharmacological aspects of Pyrostegia Venusta. Research Journal of
Pharmacy and Technology. 15(5).pp.2339-2345.
Fleenor, J.W., Taylor, S. and Chappelow, C., 2020. Leveraging the impact of 360-degree
feedback. Berrett-Koehler Publishers, Incorporated.
Francis, F., 2018. Management by Objectives (MBO) as an instrument for organizational
performance of Deposit Money Banks in Nigeria. Management.10(26). pp.118-126.
Franco‐Santos, M. and Otley, D., 2018. Reviewing and theorizing the unintended consequences
of performance management systems. International Journal of Management
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Helmold, M. and Samara, W., 2019. Progress in performance management: Industry insights
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plan for secondary transition. Career Development and Transition for Exceptional
Individuals. 41(1). pp.56-62.
Mellody, K.T., and et.al., 2022. Multifaceted amelioration of cutaneous photoageing by (0.3%)
retinol. International Journal of Cosmetic Science.
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professional development plan in an MBA leadership course. The International Journal
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portfolio development: research in quality assurance at the university level.
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management. 44(6). pp.2209-2245.
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Pressurized Heavy Water Reactor. Transactions of the Indian National Academy of
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