Understanding Organizational Performance

Tesco's plan is to grow and expand the business to have the right individuals, in the perfect spot, at the ideal time. Numerous elements influence workforce

Making a profit is usually the primary aim of running any business, and although this is normally achieved by increasing sales, it can also be enhanced through the careful control of costs. A business that keeps costs under control will be able to release more resources for growth and be better placed to survive in a downturn or recession. A structured and ongoing approach to cost control is an essential part of any well-managed business. Finding ways to reduce operating costs is typically a priority for Tesco. On our visit to Tesco we observed that Tesco can control its operating costs by reducing the number of staff especially

New Media Age (2005) ran a profile of Laura Wade-Gery CEO of Tesco.com since January 2004 which provides an interesting insight into how the business has run. In her first year, total sales were increased 24% to £719 million. Laura, is 40 years old, a keen athlete and has followed a varied career developing from a MA in History at Magdalen College, Oxford, an MBA from Insead; Manager and partner in Kleinwort Benson; Manager and senior consultant, Gemini Consulting; Targeted marketing director (Tesco Clubcard), and Group strategy director, Tesco Stores.

When looking at performance management it can be defined as (1) ‘a process which contributes to effective management of individuals and teams in order to achieve high levels of organisational performance. As such it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure it is achieved.’ We can see from this definition that managing performance is crucial to the overall performance of the organisation and meeting its goals and objectives. This process must then be strategic but also link other aspects of the organisation such as individuals and teams. As defined above, performance management is ultimately about achieving high levels of

Tesco operates in 14 different countries. Therefore its performance may be influenced by the local legislation and political factors. There are

Performance management is a tool that managers use to ensure that their companies remain at the top of their competitive edge. The Chartered Institute for Personnel Development (CIPD, 2008), defines performance management as a method by which individuals and teams are managed in a way that achieves high performance at an organisational level. The individuals within the organisation share an understanding of the achievement goals of the organisation. In order to achieve this, a general strategy is created, with each individual within the organisation understanding his or her role and requirements within such a strategy

As stated by Peter F. Drucker, “Management is about human beings. Its task is to make people capable of joint performance, to make their strengths effective and their weaknesses irrelevant.” Performance management is essential to achieving an organization 's mission statement and business goals, and also in attracting, retaining, and motivating qualified employees. There are many benefits and reasons why an organization should execute a performance management system. Performance appraisals establish the basis for qualifying, recognizing, and rewarding employee contributions. In this paper, I will discuss what performance management is, the problems with the current performance management system at my organization, how other organizations have succeeded in their performance management system and how I would advise management at my current organization to improve our performance management system.

As Tesco is a profit-based business, it maximises their sales and profit, expanding to maintain its competitiveness in addition to outshining competitor. It also focuses on providing shareholders with progressive returns on their investment improving profitability through investment in efficient stores and distribution depots, in productivity improvements and in new technology, developing the talents of its people

Performance Management is to drive improvement in business goals and objectives. Performance Management can be seen to motivate and retain high

Many performance management methods have been adopted by organizations to maintain their performance. These methods assist organizations in different ways, each having its strengths and weaknesses. This section illustrates some of the management methods and tries to compare it with the BSC approach.

As I have mentioned before, this research paper is being taken exclusively with the aim to evaluate the Tesco’s performance in both financial and business terms over a three years period. Since the financials will be compared with its three year

Tesco aims to ensure that all roles work together to achieve their business objectives. It needs to ensure that it has the right number of people with right skill for the right job at the right time. To do this, Tesco has a arranged a process for recruitment and selection to attract applicants for both managerial and operational roles (Recruitment and selection,

tesco can take advantage of its successful international expansion. tesco is in a position to share their know-how and also is able to apply technologies and know-how which will create a competitive edge over its rivals and also step its learning curve.

Tesco uses a workforce planning table to establish the likely demand for new staff. This considers both managerial and non-managerial positions. In 2008/09, for example, Tesco calculates that to support its business growth there will be a demand for around 4,000 new managers. This planning process runs each year from the last week in February. There are quarterly reviews in May, August and November, so Tesco can adjust staffing levels and recruit where necessary. This allows Tesco sufficient time and flexibility to meet its demands for staff and allows the company to meet its strategic objectives, for example, to open new stores and maintain customer service standards.

Performance management has long been considered to be one of the strongest method a company can use to ensure that its employee’s activities are still aligned with the organization objectives and goals. This research aims to outline the objectives and discuss the constraints of performance management for the senior management service which is abbreviated as (SMS). Since performance management is a process, the assignment will explain and demonstrate the process of performance management in detail. Furthermore senior management service will be discussed in order to understand the objectives and the constraints faced by this senior management service. Basically every organization has a performance management system that is expected to accomplish