Employee Performance Review Manual and Sample Analysis Assignment Sample

Employee Performance And Development Review Instruction Manual Assignment Sample

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Overview of Nestle

Nestlé is a Switzerland based multinational consumable goods Conglomerate Company, which is one of the leading fast-moving consumer goods companies across the world. Nestlé is a nutrition, health, and wellness company, which is engaged in manufacturing, supplying, and producing food products (Varma and Ravi, 2017).Nestlé is located with headquarters in Vevey, Vaud, Switzerland and renowned coffee and food company,. It is Good food, Good Life company, which beliefs in the power of food to encourage lives. The company has more than 2000 brands which range from global to local (Shrivastava, 2018). Nestlé sells its products in around 186 countries. The company offers products like baby foods, medical foods, fresh water, coffee, tea, cereals, frozen foods, ice cream, dairy products, snacks, etc. The company is working continuously to achieve the objective to be a leader in Nutrition Health and Wellness market and by gaining the trust among its stakeholder. Nestle company is also working to become the industry reference for financial performance (Sathyan and Jagadeesha, 2021).

Performance and review stages

The performance review process is an important part of the relationship between managers and employees. A performance review is a formal assessment mechanism in which managers or companies and other stakeholders evaluate the work performance of employees. The main purpose behind this performance evaluation is to learn more about the strength and weaknesses of the company's employees (Chandani et. al. 2016). Through offering various constructive feedbacks regarding the skill development of employees in order to assist them in setting higher goals. The performance review stages are further discussed as follows:

Monitoring

By monitoring employees managers can identify the needs and requirements for improvement in employees' performance, whether employees need to be trained or not (Rudman, 2020). Monitoring employees will help a manager to empower employees to reach their fullest potential.

Informal feedback

Giving informal feedback creates a healthy mindset and relationship between employees and managers. By this, both the manager and employees realize that they are standing together and helping each other in improving their performance.

Formal assessment

Formal assessment plays an important in employee performance development. The manager and stakeholders depend on this assessment to determine the results, whether the employees are moving to the next phase of their performance or not (Camilleri, 2015).

Formal review meeting

A formal meeting is where an employee's all over performance, behaviour, and responses are discussed and evaluated by superiors in the company. In this manager assess the performance of employees from the previous year and guide them for the upcoming year, by setting objectives for employees according to the company's strategies.

Action planning

The action plan or performance improvement plan is the plan which has specific goals for all the employees whose performance does not match the company's standards. It is a detailed action plan which helps the employees to meet the company's objectives and goals.

Learning and development

Learning and development is a function that helps in empowering employees' growth and enhancing their knowledge, skills, and their capabilities to achieve better performance status.

Nestle employee's performance review form

Form for Employee Evaluation

Feedback guide for management

The manager plays an essential part in improving the performance of workers and the company. Manager can create a productive and inclusive work culture that encourages employees to improve their performance and motivates them to work to their full potential. Managers can use different methods to improve the performance review process of employees; they can adopt a much better and more effective process for reviewing the performance of employees (Hee and Jing 2018). Applying a proper performance review system in the company helps employees to achieve their goals and motivate employees to work to their full potential.

This section of the report provides a guide to the manager about the changes required in the performance review system of the company. Performance review provides managers a chance to know how employees are performing and how they can improve their work. It also motivates employees to maximize their efforts (Chahar, 2020). To improve employees' performance review system manager can increase the cadence of feedback. The manager should provide employees with more frequent feedback which can be monthly or weekly. This will motivate employees because employees appreciate feedback on their performance that helps them to improve their working abilities (Ismajli et. al. 2015). And it will also empower managers with more information about the performance of employees, which will further help the manager to make better plans for employees' motivation and training. Employees appreciate getting feedback whether positive or negative, but more positive feedback motivates them to do hard work, by praising employees on their great work will also help in achieving company goals and objectives.

Providing a review on the performance of employees will benefit the manager to know about the requirements of skill enhancement of employees. If employees are not performing according to the standard of the company then the valuable coaching and training will be given to improve their performance. There are different ways of reviewing the performance of employees 360 performance review, self-assessment, peer review, and upward feedback (Rodriguez and Walters, 2017). Manager can use any of the performance reviewing methods which he thinks will provide the best results.

360 performance reviews is evaluative feedback, it helps in spreading performance data, provide different perspectives, and shows employees where they can improve (Kanaslan and Iyem 2016). Self-assessment encourages employees to assess their performance by considering opportunities they have and areas in which they need improvement (Dimotakis et. al. 2017) Manager can also develop distinctive reviews to include the employee's peers, which will be proven as an effective way to collect information that does not come out during formal performance appraisal. Upward feedback can be applicable where the leader and employees both have a healthy mindset, this feedback process will help both to improve their performance by building a trustful relationship.

Managers can use any of the above-mentioned performance review methods all will have a great impact on the performance of employees. Altering a performance review process will benefits managers to centralize feedback, taking advantage of handling goals, and connect with employees all these will further provide a good assessment of employee performance (Mone and London 2018). Managers can take all the required actions to provide training to employees to help them in order to perform at their full potential and achieve their personal as well as organizational goals.

Reference

• Camilleri, S., 2015.An assessment of an employee performance review system in a local audit institution: a case study(Master's thesis, University of Malta).
• Chahar, B., 2020. Performance appraisal systems and their impact on employee performance: the moderating role of employee motivation.Information Resources Management Journal (IRMJ),33(4), pp.17-32.
• Chandani, A., Mehta, M., Mall, A. and Khokhar, V., 2016. Employee engagement: A review paper on factors affecting employee engagement.Indian Journal of Science and Technology,9(15), pp.1-7.
• Dimotakis, N., Mitchell, D. and Maurer, T., 2017. Positive and negative assessment center feedback in relation to development self-efficacy, feedback seeking, and promotion.Journal of Applied Psychology,102(11), p.1514.
• Hee, O.C. and Jing, K.R., 2018. The Influence of human resource management practices on employee performance in the manufacturing sector in Malaysia.International Journal of Human Resource Studies,8(2), pp.129-147.
• Ismajli, N., Zekiri, J., Qosja, E. and Krasniqi, I., 2015. The importance of motivation factors on employee performance in Kosovo municipalities.Journal of Political Sciences & Public Affairs.
• Kanaslan, E.K. and Iyem, C., 2016. Is 360-degree feedback appraisal an effective way of performance evaluation.International Journal of Academic Research in Business and Social Sciences,6(5), pp.172-182.
• Mone, E.M. and London, M., 2018.Employee engagement through effective performance management: A practical guide for managers. Routledge.
• Rodriguez, J. and Walters, K., 2017. The importance of training and development in employee performance and evaluation.World Wide Journal of Multidisciplinary Research and Development,3(10), pp.206-212.
• Rudman, R., 2020.Performance planning and review: Making employee appraisals work. Routledge.
• Sample Templates, 2022. Sample employee review forms. [Online]. Available through. :<https://www.sampletemplates.com/sample-forms/employee-review-forms.html>.
• Sathyan, S. and Jagadeesha, S.N., 2021. 100 Years of Growth and Success Story of Nestle India-A Fast Moving Consumer Goods (FMCG) Industry.International Journal of Case Studies in Business, IT and Education (IJCSBE),5(2), pp.226-238.
• Shrivastava, A.K., 2018. An Empirical Analysis of Fast Moving Consumer Goods of Cadbury and Nestle.International Journal of Research and Analytical Reviews,5(2), pp.652-658.
• Template LAB, 2021-22. Employee evaluation forms & performance review examples. [Online]. Available through:<https://templatelab.com/employee-evaluation-and-performance-review/>.