Unit 12 M3

M3
The different methods used by Tesco to measure employee performance are mentoring, probation, staff appraisal and monitoring. I will be explaining the methods and how they can be used to develop staff.
Mentoring - By having employees helping each other is extremely valuable at Tesco as it allows employees to share knowledge and experience with each other, it also helps develop employees’ skills to become better workers. Mentoring helps employees’ personal development to progress their careers within Tesco. Tesco uses mentoring by having a one to one relationship in which a mentor is committed to give time to actively support and encourage an employee.
Probation - When an employee starts working at Tesco they will be put on a three-month
If someone is competent in their job, it means that they are fully trained and experienced enough to be able to carry out the tasks associated with it. If through monitoring the employers find that a certain employee is not able to carry out the tasks required for their job role, they would find that there is inefficiency within the company and provide training to the person(s). Along with training, they could also provide them with a personal development plan to help them. Which would then eradicate the inefficiency and make the employee efficient and trained with the necessary knowledge to prevent inefficiency.
This can also help with job rotation, this is because if through probation, the employer sees that the employee possesses other skills that are not required to the job role they are currently in, they are called “multi-skillers”. Multi-skillers are people who have more than one skill that can be applied at a different position, and this helps employees to develop as if they work in the finance department i.e. their numeracy skills are very good, but also have very good customer service skills, they can do other jobs like working in the customer service department for a while when the company needs
In terms of maintaining increased employee efficiency, this is one of the most important reasons to measure and manage employee performance, is because it keeps Tesco’s employees working efficiently and productively. Performance measures range from annual reviews to feedback given every few weeks to ensure that employees work hard and well otherwise they will face negative actions. Once the manager has reviewed the employees, they can then be managed through encouraging them to keep up the good work, or through further training (workshops) and coaching.
In terms of identifying strong and weak links, measuring and monitoring performance lets Tesco track an employee's efficiency and productivity over time. By doing this, it allows Tesco to distinguish the employees who consistently exceed their expectations, and those who underperform. Tesco can then identify the extraordinary employees and offer them promotions and additional responsibilities, whilst the underperformers would be provided with additional probationary periods, demotions or potentially termination of their contract of