Woolworth Limited is a business organization located in Australia. It’s the second-largest by revenue in the country’s economy after Perth-based which is the largest food retailer company in Australia. As the largest retailer liquor company in the region, it’s highly valued and also recognized as a growing company in the world. The foundations of this organization were laid in the year 1924 as a single unit which has developed relevantly over time. The company’s shopping experience was revolutionalised by the first self –service in the year 1955 giving the customers an opportunity to select and purchase goods then pay at the front counter. This enhanced the growing confidence of the customers with the growing organization. Having the first self-service store located at Sydney’s Beverly Hills, it relevantly developed and grew to heights of attracting the establishment of other stores with time making the company a chain store (BOUCKAERT & HALLIGAN, 2008). Up to date, the company is still expanding in the global market where it has dominated the sector with its retailing products. Being structured from a strong foundation and in one of the developed country, the company has increased opportunities to grow more as time goes by. This is relevantly important to the growing economic market globally.
Woolworth Company has a board of directors who carry out the leadership role but with the help of other junior leaders in the organization. The board of director’s main objective is to make sure that the existing value of shareholders does not go down at any one point but increase the shareholder value. The board also has an oversight role of ensuring that all other management activities are conducted properly. With the increased product output in the global market. The company has an increased retailing service output where the increasing number of customers’ needs are met and enhanced in a way that all the needs identified are catered for (PALADINO, 2013). Though the board of directors’ act as the main leadership body that makes the organization decisions, it also incorporates the ideas and views given by other stakeholders about the company’s environment and suggestions on how they can be improved relevantly. This incorporates the institutionalization theory of business stating that an organization cannot easily function and be successful without considering the contributions given by the stakeholders. The main actors in the company’s development are the board of directors, product suppliers, service providers as well as the customers. Woolworth also recognizes the value of environmental sustainability. With a corporate responsibility strategy on the environmental matters, they identify the 20 goals and ways to go about it to help enhance the virtue of a healthy planet. The set goals cover a wide range of the organization’s stakeholders including the supplier’s team, community people as well as the customers in the environments where the company operates.
The company’s main goal is to enhance the customer’s relationship with the organization by ensuring that the customers’ needs are met respectively. The means by which the customers are acquitted to the organization’s products and services access are related to the experiences by the company’s customers in the past (ROBERTS, 2014). Positive experiences by other customers in the past increases the chance of increasing customer’s outcome as others will come to join and acquire the services required. This is mainly done by engaging a mixed retailing team. This is important as the team ensures that all the required information reaches to the customers.by building a well-developed and functional culture team the company is able to understand the increasing or decreasing rates of product and service provision as varying requirements are put in place with a lot of ease. Generating an enhanced sales momentum in retailing food products will help sustain many customers. By enhancing these retail teams that engage with customers across all the brands, the team suppliers, the organization is able to develop a marketing plan that considers all the related customer needs and in line with available resources, the company’s set goals and objectives as well as the set rules (ROBERTS, 2015). The management team has a role in overseeing the most applicable means of development that if deployed can result to the company’s growth. The customer’s relations group within the company ensures that the frequent and most impactful customers are given loyalties and other incentives to enhance their retention. Examples, giving out free shopping vouchers that can be used across all the company outlets. Woolworth business strategy follows the following structure;
Human resource practices are the means by which the human resource personnel develops measures relevant in improving the ability of the organization’s workforce. It’s done by developing training and motivation programs important in impacting and improving new skills in the market. This is very important as it makes the management task easier as well as enhance the organization’s performing appraisals. In our case, the human resource task is performance management. This is a management skill that is importantly valued and enhanced to ensure that the employees understand clearly their duties and the means by which they are expected to deliver. Evaluation tool used at the end of every work structure determines whether the employee meets the organization’s expectations or not for a reward or a punishment.
The main purpose of the performance management is to establish, develop and enhance communication between the employees and the management in line with the employee’s duties and performance in relation to organizations set goals and objectives (SMITHER, & LONDON, 2009). The policy is very important as it ensures all employees are treated equally and are governed by the same rules and policies to deliver according to organizations goals. Performance management it’s about giving the employees a well-developed and analyzed feedback on their delivery details with an aim of promoting their job satisfaction competence and as they grow and develop in their chosen profession. by accepting to work with the performance management specialization team, the employees seeks means to enhance personal development that results in the development of the organization at large as the set objectives are achieved respectively as the employee effectively delivers in line with the organization’s role expectation towards development (COKINS, 2013). Performance management policies are very important in an organizational set-up as it encourages the employee’s responsibility and developments at the workplace, enhance communication, respect, communication, partnership as well as the trust between the employee and the management which is very important for an organizations performance.
The various policies put in place are meant to help evaluate the level of performance of an employee and ensure that the detection made are dealt with respectively through measures of interventions put in place. Some of these policies include the following;
Not all the above-mentioned policies that work for the organization’s development. This is because the level at which the policies are developed also influences the results. The individuals who perform with an aim to help achieve the set goals have different abilities and give different results and hence the rating s cannot always be the same (SCHEETZ & FOGARTY, 2015). Every individual whether in the economic or social structure have different talents making it hard to identify the employee’s talents as it cannot be compared with that of another employee. The process or the approach put in place as well to help identify the talent ability may not be applicable to every individual in the organization make it hard to identify. The policy on recruiting and only retaining the valuable employee is important and can only be enhanced by developing clear strategies on the means and responsibility of performance by both the management and the employees. It’s not easy for an organization to develop a list of all the functional employees before they perform and deliver according to the set goals and objectives.
Human resource ability to offer motivation to employees in Woolworth is relevantly influenced by the organization’s performance and efforts to enable develop an employee manager or supervisor relationship. This is important as it helps in enhancing communication between the two parties important to ensure that the relevant information is transferred and received by the right person at any given time (MARTIN, 2011). Communication at work place ensures that good relationship is enhanced thus improving the level of productivity of an individual as well as that of the organization. Human resource management in Woolworth stresses on reviewing the set policies of performance management, strategic and succession planning as well as development and retention of the employees. Planning for the succession of a specified employee depends on the organization’s ability to outline the outcome or level of performance of the individual in a clear and distinct manner. Example, in Woolworth, the many developed chains have employees with different abilities and to analyze their performance in relation to the set goals and objectives, the organization needs to carry out the process by interviewing or assessing one employee after the other and not all of them all together. Those who are not able to perform accordingly are replaced by others whose ability and qualifications fit the identified opportunities.
The policy of performance management also stresses on the factor of equality in opportunity distribution among the people and matters of diversity at work place among other matters. The policy states that the viable members to the organization’s performance should be relevantly acquitted by following the set goals and objectives and without favoring members from any side. To reduce conflicts that may arise during the process of recruitment, the organization should clearly state the requirements or qualifications of the personnel to be recruited (HOPE & PLAYER, 2012). Diversity at work place is also addressed by the policy and the measures in to which the organization should ensure the factor result to the development and not to destruction. The board of directors at Woolworth Company ensures that all the management issues that arise do not negatively develop the issue on the diversity of the employees but instead establish measures that help achieve the set objectives on achieving diversity at work place. The issue of gender remuneration at work place has also been addressed. The factor that each gender has a classification of the job they can well perform better than the other illustrates that some careers are dominated by a certain gender. Remuneration policy ensures that all employees are treated the same and have same rights and benefits.
Performance management policies are measures put in place to help enhance the ability of an individual or the employee to produce. It’s the main foundation of performance excellence and its relevant in an organizational employee performance evaluation. The process involves establishing clear and specific expectations of each employee and also providing all the relevant feedback required by the employee, both formal and informal set in relation to the organizational set goals. For effective management of the employees in the organization, the set strategies and policies should be developed in relation to the employee’s ability to deliver and the situation at which the employee is to carry her/his duties. The effectiveness of the performance management system in an organization may play a very important role in ensuring a strategic duty of attracting more employees and also retain the ones present. This is same as an overall role that enhances the improvement of the organizations overall productivity. The success of the policies put in place to enhance the organization’s employee performance relevantly should be impacted using the right procedure and should be clear to ensure the information required gets to the employee as required.
Business organizations argue that they have set clear performance management policies and strategies but when well analyzed, the strategies put down are not clear enough as the style of establishment varies from one environment to the other (SAHU, 2007). it’s not in all organizations that these policies meant to help engage employees and also help improve their level of performance that works out to the best of improving the entity as some turns out to have no impact. The main need for these policies is to enhance the chances of organizational development by achieving the set goals through the employees. These policies at times fails as a result of many varying factors such as follows;
Lack of clear integration of the organizational goals and the policies put in place. In such a case the set performance management policies do not relate or it’s not tied to the set organizational goals that te employee should work hard to achieve in a given period. A situation where the employee doesn’t understand the set goals means that the aim to perform or deliver is not for the benefit of the organization but for the employee. Individuals or employees development plan while carrying out his or role should be in line with the organizations set objectives, goals, vision and mission for the development activities in order to ensure that they are relevantly trained to effectively deliver as required of them. To enable this be a success, the organization should enhance leadership qualities that are important to ensure that most of the employees are able to coordinate their fellows in line with observing the quality of product given by the employees.
Lack of frequent employees annual reviews. Though a strong body when comes to management of the employees, human resource management is not enough to cater for all the coordination and review of the performance management policies across the globe and needs assistance from other relevant bodies. Frequent review of the employee’s performance is very important as it gives the employees ideas on how they should improve to enhance their productivity at work place (DANIELS, 2014). As a result of this delay, the managers dread the achievements as well as the employees resulting in wastage of time and resources. Employees are skilled people who are motivated by the factors put in place in their lines of work, by reviewing frequently, the employee is able to evaluate her or himself according to the ability to which the impacted skills help in production. Are they valuable or not.
Lack of specificity. Any feedback directed to the employees should be related to a certain set goal that is specific and has outlined impacts in that organization. Setting employee expectations from the performance management policies should be clearly done and stipulated before work begins. This is very important as it helps in getting the most relevant and valuable feedback. The management should also ensure that when they are giving the rates of improvement to the employees they are specific to ensure effectiveness. Example, the employee feedback should indicate that they are doing well as they exceeded their goal by 20%.
The improper manner of feedback presentation to the employee also may enhance fail of the performance management policies. This is important because people tend to respond better to feedback given in a positive way than that given in a negative manner. this does not mean that the feedback given should be sugar coated or incomplete but should at least give the facts as they are but in the right and positive manner.
How the team went about the development of this project and how it could be better
Believing to be the best team, my team ensured that all the steps required to carry out the processes of identifying the best organization were put in place, the organizations internal and external environment, the set and relevant business strategy put in place. Choosing the organization we ensured that we had a clear understanding of the impacts of performance management policies, their impacts on employees and the organizational in relation to development. Only the organization with a successful performance management policy were considered and Woolworth Company happened to be one. The company’s internal and external was influenced by the type of leaders and level of leadership enhanced that take control of the company’s activities and also the environmental sustainability enhanced by campaigning for maintenance of a healthy planet. For the business strategy, my group identified that the main goal of the organization was to ensure that the customers’ needs are served first. The process of employee and customer’s acquisition were very direct and favorable to ensure that all the organizations acquitted customers can be maintained with a lot of ease. The customer’s retention involved motivation by the top management to ensure they attract more customers and also maintain the ones they already have.
The process of understanding the performance management policies and strategy put in place included first identifying the types of management policies that influence the performance management policy. Some of these policies include strategic management policies as well as planning policies important in developing an organization. The policies are important to help the employees understand their performance as the feedback given should be relevantly developed and also ensure it’s delivered in a rightful manner to the employee. As a group, we discovered that performance policies fight for a proper coordination and control within an organization and also enhance safety measures among the employees. All gender rights are observed and implemented in a way that ensures all employees are treated equally without any discrimination. Also by analyzing the achievements of the performance management policies from the recorded data of the successful organizations that enhance the use of these policies, we discovered that there are some situations that affect the implementation of the policies. These factors can only be improved by ensuring the best means of implementing the policies are put in place.
The group could have done it better if only we used the tools of business evaluation in evaluating the level of effects of using the performance management policies on the employee performance. Some of these tools include; strategic management and performance evaluation tool, employee productivity evaluation tool as well as the organization’s goal achievement evaluation tool. After discovering that the policies can also fail to be achieved, the members could have also established relevant and simple measures to help the organization in improving the issues relating to employee feedback delivery. The rate at which the feedback is given to the employees affects their productivity and the organization realization of the set goals and the members cold have dinged bit deeper to acquire the relevant factors that result in the effects.
In conclusion, among the key actors in organization setting are the employees who are the main service providers and the customers who are also the main buyers. Therefore, the performance management policies are very important to ensure that employees are careful on the means at which they deliver to the organization and the means by which they understand and support their ability. Employees’ feedback given at any time should be according to the set rules and duties in relation to the set requirement, skills, and the set organizational goals.
References
HOPE, J., & PLAYER, S. (2012). Beyond performance management: why, when, and how to use 40 tools and best practices for superior business performance. https://www.books24x7.com/marc.asp?bookid=45562.
DANIELS, A. C. (2014). Performance management: changing behavior that drives organizational effectiveness.
SAHU, R. K. (2007). Performance management system. New Delhi, Excel Books.
SMITHER, J. W., & LONDON, M. (2009). Performance Management Putting Research into Action. New York, NY, John Wiley & Sons. https://nbn-resolving.de/urn:nbn:de:101:1-20141019297.
MARTIN, M. J. (2011). Influence of human resource practices on employee intention to quit. [Blacksburg, Va.], [University Libraries, Virginia Polytechnic Institute and State University]. https://scholar.lib.vt.edu/theses/available/etd-07272011-150612/.
MARTIN, M. J. (2011). School leadership: case studies solving school problems. Lanham, Md, Rowman & Littlefield Education.
GHAZALI, H. (2010). Employee intention to leave a job: a case of Malaysian fast food industry. https://hdl.handle.net/10289/4113.
SCHEETZ, A. M., & FOGARTY, T. (2015). The effect of psychological contract violations on employee intentions to report fraud. https://rave.ohiolink.edu/etdc/view?acc_num=case1459529297.
COKINS, G. (2013). Performance management: integrating strategy execution, methodologies, risk, and analytics. Hoboken, N.J., Wiley. https://rbdigital.oneclickdigital.com.
BOUCKAERT, G., & HALLIGAN, J. (2008). Managing performance: international comparisons. London, Routledge.
ROBERTS, G. E. (2014). Servant leader human resource management: a moral and spiritual perspective. https://public.eblib.com/choice/publicfullrecord.aspx?p=1809213.
ROBERTS, G. E. (2015). Christian scripture and human resource management: building a path to servant leadership through faith. https://www.palgraveconnect.com/doifinder/10.1057/9781137440679.
PALADINO, B. (2013). Five key principles of corporate performance management. Hoboken, N.J., Wiley. https://rbdigital.oneclickdigital.com
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