Investigating Performance Appraisal in Tesco Company

Rationale

About the principles of management, performance appraisal systems are tools that are meant to justify the income of employees. Appraisals are actually used to justify if the employees deserve a promotion, salary increment, and/or rewards. In this regard, the appraisal methods at Tesco have been used to provide material results only. For example, in situations where the employees fail to meet the daily targets, it is likely that they will be demoted or lose their jobs altogether. Similarly, an employee is likely to be promoted and/or paid higher upon meeting the set targets with regard to the set criteria.

Little consideration is usually given to the growth and development needs of employees. This situation means that the material benefits have often been the main source of motivation deemed to improve the performance of employees. For this reason, the performance appraisal becomes one of the most important administrative features that are overlooked by many employers. In addition, it plays a significant role in the improvement of the overall performance of the organization. Therefore, its importance cannot be undermined in constantly competitive business environments in almost every industry. Employees and managers should ensure continuous interaction with the employees. This objective can be accomplished by conducting meetings and interviews to discuss the employee performance, salary, and promotion among other aspects with a view of recognizing their strengths and weaknesses (Tharenou, Donohue, & Cooper, 2007).

Purpose of the study

The purpose of this paper is to investigate the performance appraisal systems in Tesco Plc. This objective will be realized by assessing how the company utilizes the performance appraisal process to meet its targets. The research will also explore the role of performance appraisals in motivating employees with a view of coming up with measures that will enhance the employee potential through well-structured post-assessment training.

Methods

This study will adopt a qualitative phenomenology in the process of data collection and analysis. The advantage of using a qualitative method is to ensure the development of a theory that underpins the underlying theme of the research (Tharenou, Donohue, & Cooper, 2007). The researcher will also come up with a semi-structured questionnaire that will be used for data collection. This strategy will also allow the researcher to provide the participants with enough time and space to disclose their thoughts and ideas. In addition, it will offer the researcher a chance to conduct direct interviews (Tharenou et al., 2007).

Conclusion

The exercise will be aimed at coming up with the influence of performance appraisal on the accomplishment of organizational goals in the Tesco Plc. The results will help the researcher determine the key areas that need improvement in an attempt to implement management practices that can lead to improved performance at both the employee and organizational levels.

Reference List

Tharenou, P., Donohue, R., & Cooper, B. (2007). Management research methods. New York, NY: Cambridge University Press.

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