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The performance of employees effectively

Performance management is when a business needs to manage the performance of his employees effectively and efficiently if the company is going to be competitive towards their rivals. Boots is very successful because the employees help and meets the objectives and aims for Boots. Boots wants everyone in the company to achieve their objectives and targets. This is done by Boots providing a mission statement (seen in the introduction) and their aims.

By giving out these aims, the company’s success can be monitored and analysed. The aims also help Boots to monitor the performance of individuals and can be evaluated. The performance management is very important because if the company’s employees are not performing then they are not doing their job precisely. Boots provides an effective management control exercised at both individual and organisational levels. The employees need to know how well they are doing and monitoring them by the managers is a way.

Boots has a system called a two way communication which enables the two way communication between all Boots staff and the company s managers to have a discussion how well they are doing and how Boots can be improved. “To act as a two-way communication tool to support

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and listen to all staff and develop ownership and pride in the business. ” The two way communication is important so that then the managers can see if that the employee is combining well with the company and doing his fullest potential he can reach. Another way to see how well that an employee is doing is to monitor the employee.

The managers monitor so that they can see how well their employee’s are performing. Monitoring also provides much other information: i?? It shows that if the employee has a capability of doing more greatly in his job, then the employee could be promoted. i?? It can show where the weakness of the employee is and that it can be improved or he could even be replaced. Frederick Taylor Theory Taylor’s theory has not influenced the motivation of the employees in Boots. Taylor believed that the only thing which motivated people was money.

He observed different workers carrying out tasks which became known as his time and motion studies. He aimed to make the production process more efficient by using specialist equipment and breaking jobs down into very simple tasks. He devised a set procedure for workers which they had to stick to, to maximise efficiency. He designed piece rate (paid people per item made) to encourage people to produce more. Boots is more influenced by Herzberg and Moslow’s Theories because Boots uses the same approach to their employees to be motivated.

Herzberg theory was influenced by Boots because of the disaffections and the satisfiers. Boots provide a lot of the things that motivate the employees e. g. Boots recognise a potential employee and promote them. Moslow theory of the hierarchy is what Boots also believes in and committing to it. Boots agree that if the employee receives all of the five needs then full satisfaction is produced which leads to motivation and many benefits towards Boots. Human Resource Function – Recruitment and Selection

Introduction: The recruitment and selection process commences when the business realises that there is a vacancy in the organisational hierarchy which needs to be filled. Recruitment -this is searching for and attracting candidates external or internal of the organisation for job vacancies. New people are found and brought into the organisation. This involves communicating with actual or potential job seekers, motivating them to apply and persuading candidates that they really want to come and work for the firm.

The objectives are to attract candidates of the right quality in the right number, which will accomplish the organisation aims for the HR department and also help to accomplish the companies objectives as a whole e. g. if there are more candidates recruited and increases every year, this means that the company will expand and gain more income. Competition and inertia exist in a labour market. Many candidates must decide to leave their present job, however some of the best candidates may not be looking for a job change because of the different situations involved e.

g. with high employment (labour shortage), good candidates may be scarce. Conversely where there is high employment, some good candidates may be reluctant to move from the situation they know into the situation they don’t know. Recruitment occurs across all occupations from school and college leavers to the unskilled and semi-skilled, to technologically-oriented staff and successful senior managers. The police service, forces and even judiciary have recruitment problems and systems.

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