Managing Performance - Research Paper Example

Managing Performance A case study of Best Buy Section I: Performance Management System Best Buy uses internet technology to manage performance of itsemployees. Figure 1 shows the tool used for providing ‘feedback, coaching and recognition’ to employees. The main objective of the performance management system of Best Buy is to balance the employees need to thrive with the company’s needs to grow (Best Buy, 2011) Figure 1: Tool used in the Performance Management at Best Buy (Best Buy 2011) The main logo of the tool “Be Positioned for Success” clearly defines the policy of management regarding their performance management.

There are four options; the first option “Be Aligned” gives the goal of individuals in respect of organizational objectives and business priorities. The purpose of an individual’s job is clearly defined here with the priorities and objectives of the company. The second option “Be Focused” provides an individual with the results of his performance and gives him opportunities of coaching, feedback and conversations. The third option “Be Committed” suggests to an individual what development targets he should aspire and how he should improve his performance.

The fourth option “Be Rewarded” provides details of the rewards and recognition an individual can get for his differentiated performance. (Best Buy, 2011) Section II: Formal Performance Feedback Process The formal performance feedback process at Best Buy is given in the option “Be Focused” in the Performance Management portal. Figure 2 shows an extract of all the options presented to the user. These options include tips and tricks, planning and evaluating, skills improvement activities and training facilities.

(Best Buy, 2011) Figure 2: Extract of Performance Feedback Process (Best Buy, 2011) Section III: Informal Performance Feedback The informal performance feedback is done annually for retail hourly works on one-on-one basis through the Annual Performance Appraisal form as shown in Figure 3. The three core objectives of this annual appraisal is to inform the individual workers what is expected of him, how is he doing in meeting his expectations and what difference his opinion brings to the workplace.

(Best Buy, 2011) Figure 3: Extract of Annual Appraisal Form for Hourly Workers (Best Buy, 2011) Section IV: Steps to protect against Litigation Best Buy gives ample opportunities to every individual employee to fulfill his responsibilities according to the needs of the organization. The web tool as discussed in Section I above provides through its ‘Be-Aligned’ option clear job analysis of an individual. There are three steps taken by the Best Buy to protect against the litigation through the option of ‘Be-Focused’.

The first step as shown in Figure 4 provides the details of coaching needs of an individual based on his job analysis. The employee is given an opportunity to acquire the knowledge and skills needed to meet the challenges of his job by way of offering coaching courses that helps him to ‘go from good to great’ (Best Buy, 2011) Figure 4: Extract showing Coaching Opportunities (Best Buy, 2011) Section V: Techniques used to improve performance of employees Performance is the function of ability, motivation and opportunity.

This is illustrated in Figure 5. Skills required for a certain performance is referred as ability. Any activity that helps employees to put more efforts and energy in his work is referred as motivation. The conditions in which an employee performs are referred as Opportunity. Performance is the product of all these three elements (Mukhtar, 2005) Figure 5: Illustration of Performance Management (Mukhtar, 2005) The techniques used for improvement of the performance of an employee at Best Buy include all the three elements required for performance improvements.

That is improvement of ability, activities for motivation of performing well and opportunities for improvements. These techniques are used in the ‘Be Committed’ option of the Performance Management tool as shown in Figure 5. (Best Buy, 2011) In the first step an individual is explained what he needs to develop for improving his performance and what should be his career aspirations through the process of discussion with his manager. In the second step a development plan is created. In the third step options available for an individual’s development are understood and necessary action based on it is taken (Best Buy, 2011) There are number of tools for self-assessment and development with offer of online training through Learning Lounge.

Options for customizable training content are also offered to the employee (Best Buy, 2011) Figure 5: Extract showing Performance Improvement Techniques (Best Buy, 2011) References Best Buy, (2011). Performance Management, Best Buy, U.K. Retrieved from http://talent.iambestbuy.com/performance_management.html Best Buy, (2011). Retail Hourly One-on-One and Annual Performance Appraisal 2010, Best Buy, U.K. Retrieved from http://talent.iambestbuy.com/downloads/FY12%20PDG%20Teaching%20Tool%20Hourly%20Nov%204.

doc Muktar, Ahmed (2005). MGT501 Human Resource Management. In Course Handouts (pp. 001-199). Lahore: Virtual University of Pakistan.