Performance Management of Woolsworth Samples †MyAssignmenthelp.com

Question: Discuss about the Performance Management of Woolsworth. Answer: Woolsworth is one of the renowned retail market chains in all over the world. It is known to be the southern hemispheric retail group. Their head office is located in South Africa. They are consisting of three major operating divisions. Being the head quarters located in South Africa, they are currently operating across 11 countries all throughout the world. Woolworths Financial Services (WFS) is a joint collaboration between Barclays Africa Group and Woolworths, with Barclays Africa Group owning 50% + 1 share (Mertens et al. 2016). The WFS board comprises of the directors from both Barclays Africa Group and WHL, with the proper direction on the policy of credit, risk and funding aspects which are being received from Barclays and direction on the integration on customer from Woolworths. These particular groups support employments to more than 43000 employees all across the 14 countries and do its businesses in 13000 locations of the stores or even more (Dos Santos, Svensson and Padin 2013). Woolsworths mainly focuses only with the goals, they mainly prioritizes: Developing a culture and the teams for dealing the store set ups and the customers Developing their business on the beverages for providing more values and the convenient services for the customers Issuing the sales momentum sustainably for selling the food items Becoming a lean retailer through end-to-end process and in maintenance in the systems Empowering the companys business in portfolio for pursuing the strategies for delivering the values to the shareholders (Swan 2016) Stakeholders are another most important part of any particular retail organizations. Their role always deals with the deepening in the relationships for supporting the creativity of the proportions those values in a sustainable manner. Their engagement and developing the relationships with the company always considered to be one of the integral parts of the business. Setting up of the cross functional team for developing an engagement framework that have been shifted from the engagement of the stakeholders to a particular inclusive models. This bonding helps in building the strong relationships, reputations and lastly trusts for adding spice on the reputations of the particular stakeholders. Performance indicator is considered to be the values that can be measured. In general, organizations utilize the KPI score for detecting the rate and the quality score of the particular organizations (Mertens et al. 2016). Performing the right things not only means treating the employees and the individuals nicely or properly but also maintain the surroundings of Woolsworth with that of the policies, career progressions, work, travel and loads more Performance strategies for any organizations are generally dealt with that of the training procedures of the employees serving the organizations, providing each and every employee a free counseling. Incentives could be another strategy for improving the employee performances (Dos Santos, Svensson and Padin 2013). Woolsworth must monitor its strategies along with the MetricStreamsSustainability Performance Management Solution that provides Woolworths a centralized framework for capturing, managing, and tracking each suppliers energy, waste, water and metrics of the soil, along with the compliance status. This particular solution assists an approach that is considered to be systematic, automated, and integrated to the entire lifecycle ofperformance management sustainably (Swan 2016). Being the manager of the company, I am taking the initiation for conducting the project as per to the plan that was being taken into the consideration. The meeting will be take place in the conference room with the managers of the performance team and the project oriented team. The topic of discussion will be how to improve the performance of the employees by hiking in the incentive schemes, by arranging the counseling procedures for creating the working ambience free from any political disputes among the employees and for participating in these as it will be the motivation for them along with the development of the motivation. The entire meeting for the development of the performance of the employees has been approved by the higher authorities and the stakeholders as well. Employee performance is one of the key for the sustainable development of the company. The employees must come to their workplace in a proper mental stability and raise their performance. The meeting minutes can be listed for this particular agenda are: Actions are taken as per to themanagement for the performance of the employees The next steps can be the counseling techniques for providing the mental stability to the employees Even the results are being calculated if required for implementing any strategies for the performance management Motions like, hikes in the incentive schemes, providing free counseling to the employees are being taken and are incorporated Steps like, recreation for the employees in between the work are being held Next meeting date is not yet decided References AO Dos Santos, M., Svensson, G. and Padin, C., 2014. Implementation, monitoring and evaluation of sustainable business practices: framework and empirical illustration. Corporate Governance, 14(4), pp.515-530. Dos Santos, M.A., Svensson, G. and Padin, C., 2013. Indicators of sustainable business practices: Woolworths in South Africa. Supply Chain Management: An International Journal, 18(1), pp.104-108. Mertens, W., Recker, J., Kummer, T.F., Kohlborn, T. and Viaene, S., 2016. Constructive deviance as a driver for performance in retail. Journal of Retailing and Consumer Services, 30, pp.193-203. Swan, P.L., 2016. Mandated divorce: company boards, incentives and performance.