欢迎来到51Due,请先 | 注册
关注我们: 51due论文代写二维码 51due论文代写平台微博
英国论文代写,英国essay代写知名品牌微信

更多范文

为您解决留学中生活、学习、工作的困难、疑惑
释放自我

英国论文代写范文精选-About performance management

2016-06-13 | 来源:51due教员组 | 类别:更多范文

51Due英国论文代写网精选assignment代写范文:“About performance management”,这篇论文讨论了关于绩效管理的事情。绩效管理,顾名思义就是通过某个过程,提升个人、部门的绩效。绩效管理首先要做的就是制定绩效计划,然后是培训或者辅导,再到考核以及反馈。用奖励激发员工的积极性,培训提高个人能力,进而使工作能力进一步加强,促进公司发展。

All members of staff within Boots take a keen interest in the methods used by the organisation to reward them for loyalty and hard work. It is generally recognised that the majority of people go to work for a range of reasons but predominant among these is a need to earn a living wage.

To an employee, this means being able to pay bills on time, provide the family with a home and sufficient food to follow a healthy diet, and afford luxuries such as cars, holidays and regular entertainment. In the quest for efficiency, a comprehensive process of performance measurement will be central to the fair distribution of rewards.

A number of stages will be set up and part of the recruitment procedure will be to gain staff with a high level of commitment to the aims and objectives of Boots. These will be determined by the senior management team and will reflect the nature of the business activity carried out by the firm. From this, the mission statement will be identified and all staff will be encouraged to meet and exceed the levels of the service described by it.

From the framework of Boots mission statement, the human resource manager will set up strategies to assist departmental managers to measure their staff performance levels. Each department will identify its own aims and objectives to contribute to the overall effectiveness of the company. The departmental objectives will be directly linked to the activity carried out within it and will then be cascaded down to each member of staff.

In some cases, this will at team level where several employees will be expected to make a contribution. Training may be provided to assist individual and team members to achieve their goals. If employees of Boots are to meet their targets, theses targets must be realistic and achievable and the organisation must provide suitable resources to enable them to complete tasks satisfactorily. Boots' staff can easily complete tasks they are competent in performing but, to aid motivation, new tasks can be added to the existing skills and an allowance must be made when this occurs.

By discussing these objectives with each employee, Boots departmental manager will be able to make small adjustments to match individual employee capabilities. The aim is to keep motivation levels high so that employees are able to concentrate their energies on achieving their particular targets.

If these are unrealistic, this will lead to demoralised staff who knows they will not be able to meet targets and this will lead to unnecessary absences, placing the employee in an even worse situation. Part of the monitoring process will be to see how close Boots staff has to come to meeting their targets and analysing the reasons for non-achievement. This can be done more frequently for staff that is falling behind the set target figures and it will be up to Boots' departmental manager to give encouragement and assistance to the slower members of staff.

Confrontation helps no one and it will inevitably lead to resignations and poor performance levels for that particular department. Boots use the appraisal interview on a regular basis as a good source of finding out whether or where employees require help. If a member of staff has not been able to achieve set targets, it could be due to a lack of skills. Boots easily remedy this by giving training and there are many methods available, depending on the nature of the ability to be improved.

When Boots feel that its own courses are inadequate of improving individuals motivation it may bring in outside consultants to help improve the situation. Some staff will be encouraged to join college courses, which will be attended after work or an allowance of one afternoon or one evening will be given. Once a training course is finished, the progress of the attendees will be monitored by Boots managers & supervisors to see if they are applying the new skills satisfactorily.

Boots realise that at this stage encouragement and extra help are needed for these newly trained employees, otherwise the training received can be lost if the employees do not fully understand what they have just learnt. Being offered training is a method of motivation in itself and Boots claim that staff takes advantage of this additional facility.

The ability to motivate employees is central to the role of Boots' supervisors and managers. This is needed both for individual members of staff and, more frequently, for teams in the current working environment where team activities play an important part in departmental operations.

The ability to motivate people comes from a greater awareness and understanding of individual behaviour patterns. It is also aided or hindered by the style of management used within Boots as well as the structural parameters designed by the senior management of the organisation.

The notion of motivation has been developed over a century of business practice and this has been studied by many theorists in an attempt to discover the perfect solution keeping staff motivated.

Boots know that there is no such thing as a perfect solution, of course, because the managers are dealing with human beings, each of whom has a completely unique psonality. This means that one solution would not suit all employees and so Boots encourage managers to use a variety of techniques to motivate all kinds of staff.

The senior management of Boots assists managers in their duties by providing a series of benefits and rewards for consistent levels of motivation for two reasons:

To allow the manager discretion in the treatment of staff at different levels.

To encourage high standards from staff who will be rewarded for their efforts.

In addition, if it is recognised that not all employees are willing workers then a series of disciplinary procedures will be agreed for those employees who fail to respond to the encouragement given by the management of Boots. The ideas of several major theorists have contributed to the change in approach taken towards people as human resources within Boots. Theories develop as a result of the weaknesses pinpointed in existing ideas.

These are then incorporated into new theories and used as guidance mechanisms for senior management to establish good practice within their operations.Many theories have been established within the last 100 years and it is not possible to consider each one of these. What is important in the study of motivation are the key names that have influenced, not only Boots' approach to management, but also the majority of other organisations.

Four major theories have remained at the forefront motivational techniques and each one is linked to a different style of management.Abraham Maslow's hierarchy of needs Maslow's theories of motivation have been popular since the 1950s and are based on meeting people's needs in the workplace. The theory suggests that unsatisfied needs can lead to dissatisfaction.

要想了解更多英国留学资讯或者需要英国论文代写,请关注51Due英国论文代写平台,51Due是一家专业的留学教育辅导机构,专业辅导英国论文代写、assignment代写、essay代写、paper代写。在这里,51Due致力于为留学生朋友提供高效优质的留学教育帮助服务,帮助留学生达成学业目标。如果您有论文代写需求,可以咨询我们的客服QQ800020041

51Due网站原创范文除特殊说明外一切图文著作权归51Due所有;未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象,51Due保留一切法律追诉权。-ZR


我们的优势

  • 05年成立,已帮助上万人
  • 24小时专业客服
  • 团队成员都毕业于全球著名高校
  • 保证原创,支持检测

英国站