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Employee relations belong to employer-employee relationships that give satisfactory productivity, motivation, and self-confidence. Employee relations are involved with preventing and resolving problems related to individuals that occur or change work situations. Supervisors are given advice on how to correct poor performance and employee misconduct (Gennard, 2005). On the other hand, employees are given information on how to promote a better understanding of the company's goals and policies. For this paper we have chosen Tesco plc and its employee relationship. Tesco plc is the largest global grocery store based in UK. This is the second largest retailer in the world when measured in terms of benefits and third when measured in terms of income. The company has employed more than 326,000 employees around the world where 237,000 of them in Europe where it has its largest private employer.
Strategy Integrating Job Performance and Training
Job Performance and training forms the vital element of an organisation. Tesco Plc conducts effective training programs in order to fulfil the learning needs of its employees and keep itself updated for coping up with the increasing modernization and developments occurring in the global markets. For this purpose, they conduct extensive surveys, analyze the organisational needs and implement adequate and sufficient training programs to cope up with the existing and upcoming competitions (Gennard, 2005).
The term 'Training' refers to the planned efforts which are made by the organization and its management to teach and assist its employees and workers in order to develop in them the skills, job-related knowledge, abilities and such behaviors, the application of which, helps them in their jobs at hand. The aim of the entire training process is to assist employees in achieving their job related goals. Thus, the purpose of training caters to the needs of employees' current jobs. It is imperative that employees feel like an asset to the organization and they should be treasured. Training helps underscore this message. Training your employees is a practice that shows that the management is concerned towards the employees and wants to see them doing better and bigger.
Good training programs not only polish...
Training helps strengthen employee loyalty and can help revitalize personnel in terms of their organizational performance. Training emphasize upon the employees that they are valued and respected. It gives a feeling that they are equally important for the company and therefore the company is struggling to make an effort in providing them with lessons on and off the job in order to prepare them for the competitive business scenario (Hollinshead, 2003).
Performance Management Challenges
The researcher identified five performance management challenges that influence an employee's performance at Tesco. The first challenge is person characteristics, which consist of skills, knowledge, abilities, and attitudes. The second challenge is input, which consists of information provided about the what, when, and how of a position and what resources and supports are available. The next challenge is outputs, which consist of performance standards for a position. The next factor is consequences, which consist of incentives, rewards, and disciplinary actions (Hollinshead, 2003). The challenge factor is feedback provided to the employee regarding information about their performance effectiveness.
There are few authors who described an evaluation as a process through which an organization gets information on how well an employee is doing their job. An evaluation can take the form of a performance appraisal, which measures the employee's performance normally against performance standards. Researchers have also recommended the use of continuous feedback and evaluation mechanism with volunteers (Venkatraman, 2000). They even recommended supervision and appraisals of volunteers. Few of them noted that, the purposes of an effective performance management system are to link employee activities with the organization's strategic goals, furnish valid and useful information for administrative decisions about employees and give employees useful developmental feedback.
Performance Management Initiative that Improve Employee Performance & Encourage Employee Retention
Despite economic changes, employee retention is still an issue for most of…
References
Gennard, John Graham Judge. (2005). Employee Relations. London: The Chartered Institute of Personnel and Development.
Hollinshead, Graham, Peter Nicholls Stephanie Tailby. (2003). Employee Relations. Upper Saddle River, NJ: Prentice Hall.
Lewis, Philip, Adrian Thornhill Mark Saunders. (2003). Employee Relations. London: Financial Times/Prentice Hall.
Roger W. Griffeth and Peter W. Hom, (2001). Retaining Valued Employees, Sage Publications, Inc., Thousand Oaks, CA, p. 2.
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Once an interaction has been made which eventually resulted for the employee to voice out his/her grievances or complaints over the management or against his/her co-workers, then the real problem will be discussed thoroughly. The HR people can now sit down and analyze the root cause of the problem, how it can be solved and what things should be done. Asking for behavior change. At this stage, it is assumed that the