Primark; Leading retail group

Executive Summary:

Company Introduction:

Primark is a taking retail group in the value sector and operates a sum of 187 shops in UK, Ireland ( Penneys trade name ) , Holland, Spain and Germany. Primark employs in surplus of 27,500 people. In GB, in footings of market portion, TNS ranks Primark as GB ‘s 2nd largest vesture retail merchant by volume and Verdict Research now places Primark as the taking retail merchant in value vesture. Primark was voted ‘Best Value High Street Fashion ‘ by GMTV and ITV viewing audiences.

Strategic Aims and Objectives of Primark:

Primark is chiefly focal points on immature people, those are less than 35 twelvemonth offering them a superior quality and manner tendencies at the value of their money.

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A strong consumer proposition has been developed for the Primark trade name and embodied in the line “ Look Good, Pay Less ” which communicates Primark ‘s value-based offering in a precise mode, to its nucleus mark audience.

Primark is offering to one of the high quality ware to their clients, at value for money, is supported by service promised by Primark.

It ‘s a mission of Primark staff and direction to provide quality and category vesture and merchandize at the worth professed.

Super competitory monetary values ( the consequence of advanced engineering, supply and volume purchasing, efficient distribution )

Mainstream market merchandise quality, clear focal point on the mark market, superior shop tantrum, and high street locations.

Primark is a high street retail merchant which has a household of trade names and focuses much more on purchasing, logistics and supply concatenation managementrather than stigmatization.

1. Put the public presentation marks of squads to run into strategic aims.

1.1 Access the nexus between squad public presentation and strategic aims.

Performance Management:

Performance direction is an incorporate attack enabling directors to put marks, step and reappraisal public presentation and re-define ends, giving a clear indicant whether the activities undertaken by persons and the administration are accomplishing the administration ‘s cardinal aims.

“Management is a procedure of directing and back uping employees to work as efficaciously and expeditiously as possible in line with the demands of the organisation.” ( Walters )

Performance direction will look different in different topographic points, but effectual administrations portion some common features. These are:

  • real-time, regular and robust public presentation informations
  • can-do civilization inspired by strong leading
  • agreed lines of single answerability
  • clear public presentation direction reappraisal, uniting challenge and support
  • transparent set of public presentation wagess and countenances

Effective public presentation direction requires:

  • Purposes, aims, precedences and marks
  • Improvement, action or service programs
  • Performance steps
  • Performance coverage

These programs and actions fit within a model that we summarise as ‘plan, do, reexamine, revision ‘ . Through this model, larning can be harnessed in a uninterrupted rhythm of betterment.

1.2 Evaluate tools and techniques available to put squad public presentation marks.

“When you can mensurate what you are talking about and show it in Numberss, you know something about it.” ( Kelvin )

Some are the following techniques and tools used for puting the squad public presentation marks.

  • Six Sigma
  • Merely in Time ( JIT )
  • Kanban
  • Kaizen

Six Sigma

“ Six Sigma is a method to accomplish near perfect quality. Any service or component of production can be focused by six sigma analysis and has a strong accent on statistical analysis in design, fabrication and customer-oriented activities. ” The UK Department for Trade and Industry ( 2005 )

Merely in Time ( JIT )

To hold on the construct JIT is really simple for illustration for my journey to college I could hold left the house merely in clip to catch the train.

JIT can besides be defined as bring forthing the necessary units, with the needed quality, in the necessary measures, at the last safe minute. It means that company can pull off with their ain resources and apportion them really easy.


Kanban system is Nipponese construct. Simply described a “pull” production or fabrication system that controls the flow of work through a mill by merely let go ofing stuffs into production harmonizing to client demands i.e. merely when they are needed. Within the production field, the Kanban procedure is the most important of these services.


Kaizen is besides Nipponese direction method of incremental alteration. This doctrine assumes that every facet of our lives needs to be improved. The cardinal elements of Kaizen are:

  • Attempt
  • Quality
  • Communication
  • Willingness to alter

Engagement of all employees

1.3 Access the value of squad public presentation tools to mensurate future squad public presentation.

Primark focal point on supply concatenation direction construct in their concern to present their merchandize to their shops from warehouses in right clip, right measure and right location.

Right now for Primark Just in clip ( JIT ) concept plants with full swing their one of the most strong concern scheme that is Supply concatenation direction of their merchandises. They believe that JIT concept can provides the company immense and diverse benefits. JIT has helped a batch in the undermentioned manner.

  • Reduced set up times in warehouse the company in this instance can concentrate on other procedures that might necessitate betterment.
  • Improved flows of goods in/through/out warehouse, employees will be able to treat goods faster.
  • Employees who possess multi-skills are utilized more expeditiously. The company can utilize workers in state of affairss when they are needed, when there is a deficit of workers and a high demand for a peculiar merchandise.
  • Better consistence of programming and consistence of employee work hours. This can salvage the company money by non holding to pay workers for a occupation non completed or could hold them concentrate on other occupations around the warehouse that would non needfully be done on a normal twenty-four hours.
  • Increased accent on supplier relationships holding a swearing provider relationship is of import for the company because it is possible to trust on goods being at that place when they are needed.
  • Supplies continue around the clock maintaining workers productive and concerns focused on turnover employees will work hard to run into the company ends.

2. Be able to hold squad public presentation marks to lend to run intoing strategic aims.

2.1 Analyse how to find the needed public presentation marks within squads against current public presentation.

Performance standards what so of all time the purposes and aim of the administration it should be falling in SMART standards.





T-Time edge

In order to guarantee what you aims and aims have set by the direction either they are realistic accomplishable and measureable against the needed degree of aims and company schemes. Company should holding a system on different hierarchal degrees to entree.

Discussion of hierarchy and their duties.

Employee Duties

Manager Duties

Dedication and battle for the accomplishment of company ends and aims.

Documentation of the work

Ongoing petitions for feedback and preparation

Observations and measure for betterment at work

Communication with seniors, supervisor and directors

Get the feedback

Insurance of quality of work and professionalism

Exploitation of resource at right clip and right topographic point

Roll uping and sharing public presentation informations and analysis

Support and backup

Fixing for public presentation reappraisals and publicities

Provide indispensable preparation

Strategic aims and public presentation measuring systems

Reviewing the public presentation of an administration is besides an of import measure when explicating the way of the strategic activities.

The chief grounds are:

  • Ensure that client demands have been met
  • To give criterions for set uping comparings
  • To be able to put reasonable aims and comply with them
  • To foreground quality jobs and find countries for precedence attending
  • To supply feedback for driving the betterment attempt

Primark nucleus strategic aims and public presentation indexs

Strategic nucleus aims

Performance indexs

Concentrating on logistic, supply concatenation direction of the goods instead than branding.

Primark is a household of trade names, they have more than 20 trade names name in their shops. This clearly indicates that they are concentrating on go oning supply of their good in the shop.

Concentrating on labour Torahs for their providers in different portion of the universe.

They have implemented the ethical trading enterprise regulations and ordinance in the provider ‘s mills to guarantee the labors Torahs caring and duties.

Keeping fiscal suitableness

To keep a healthy net income border they ever buy in majority, whenever you buy in majority your production cost goes down.

Always giving and concentrating good quality merchandise to their clients in inexpensive monetary values.

Largely people inquire how Primark maintain low their monetary values. Primark is concentrating on following five things.

1. They do non travel for large advertizement.

2. They are purchasing in majority.

3. They are merely bring forthing most popular sizes.

4. Designs are simple non much complicated.

5.They do non third portion interaction in the concern.

Primark distinguish the blow of environment on its concern.

Release to air, allow travel to H2O, and land make fulling of solid wastes.

Expansion of concern in Europe.

They are opening 2 new shops in Germany and Belgium. In future they are be aftering to open shop in France.

2.2 Discuss the demand to promote single committedness to team public presentation in accomplishment of organizational aims.

Concept of squad:

Mullins ( 2007 ) “Team occur when a figure of people have a common end and acknowledge that their personal success is dependent on the success of others. They are an interdependent.”


The undermentioned definitions of motive were gleaned from a assortment of psychological science text editions and reflect the general consensus that motive is an

  • internal province or status that activates behaviors and gives it way
  • desire or want that energizes and directs goal-oriented behavior
  • influence of demands and desires on the strength and way of behavior

( Kleinginna and Kleinginna, 1981 )

Primark is fundamentally a retail company, in instance of it every employee or squad member is depended the work of other squad members. For illustration a undertaking is given by the dark director to guarantee the handiness of new lines in the section boulder clay 7 AM. To finish this undertaking supervisor need 6 staff members but he is holding merely 4 members, 2 are on ill leave.

In this instance all the staying for people has to make some excess attempt for the completion of undertaking. Team needs to be motivated to set more energy in accomplishing their marks. This motive can be done by carry throughing the demands of the employees so that they get more devoted to the ends or marks. This can be done by giving fillips i.e. hard currency, publicity or any other installations for their societal demands.

2.3 Relate the application of deputation, mentoring and training to the accomplishment of organizational aims.


The procedure of intrusting person else with the appropriate duty and authorization for the achievement of a peculiar activity. Delegation involves briefing person else to execute a undertaking for which the delegator holds single duty, but which need non be executed by him or her. ( BNET Business Dictionary )

Primark is turning company holding a good figure of directors they should necessitate to much more focal point on their strategic manner of determination devising and depute to fulfilment of their operational and statistical duties. This will assist them to open the new manner of determination devising, undertaking and undertaking sharing.

This will reflect the positive and effectual manner for employees and workers they will get down constructing the trust ; the deputation should do the nonsubjective clear. Training and counsel should be given. It should besides be reviewed and monitored but excessively much control will non carry through the thought of deputation.

Monitoring and coaching:

Actually supervising an coaching is the manner to back up those who are in larning and seeking procedure and want to larn and seek to accomplish something for the prospectus of the organizational ends and aims. It truly plays an of import function for the accomplishment of the common aims, who are in larning phase. Learner ‘s employees get a opportunity to research their positions and thoughts and so they take counsel from experient and skilled staff or people. This will assist them larn the accomplishments and properties which may assist them accomplish the Primark ends.

2.4 Evaluate a squad public presentation program to run into organizational aims.

Therefore far, the nature of direction has been examined chiefly from the point of position of the single director. It has been shown how direction as the board duty for a work procedure, together with the direction maps of planning, apportioning, actuating, co-ordination and controlling work are separated from the executing of work itself and dispersed through different managerial places. Analysis of the common characteristics and fluctuations in managerial work showed that much of what directors do reflects their duty for planning, apportioning, actuating, co-ordinating and commanding the work of others and the inherently debatable nature of this duty.

An Initial Performance Plan is a elaborate program for either an person or a squad and is used to:

  • Identify the coveted public presentation degrees
  • Identify how these public presentation degrees will be achieved
  • Provide counsel and way
  • Measure advancement towards the coveted public presentation degrees

Individual and squad Performance Plans should aline with the administration ‘s overall aims. This can be achieved by alining the:

  1. Performance Plans with the Team Operational Plan
  2. Team Operational Plan with the Team Purpose
  3. Team Purpose with the administration ‘s Strategic Plan

3. Monitor actions and activities defined to better squad public presentation

3.1 Access the procedure for supervising squad public presentation and novice alterations where necessary.

Monitoring Team Performance:

Monitoring the squad is one of the most critical facets of public presentation direction. This involves non merely pull offing internal staff but besides pull offing any client forces and subcontractors assigned to the undertaking squad.

Key facets of effectual people direction include:

  • Delegating duty for work assignments and witnessing the committedness of each squad member.
  • Constructing co-operative on the job relationships and guaranting effectual communications among all members of the undertaking squad.
  • Monitoring squad morale and taking action to rectify job countries.
  • Supplying effectual public presentation reappraisal and assessment to actuate staff and facilitate calling development.

The procedures for monitoring are:

  • Set Up Standards and Procedures for Team Performance
  • Assign Duties
  • Meet with Team
  • Recognize Success
  • Monitor Team Morale
  • Conduct Team Performance and Reviews

In Primark high degree direction and directors are responsible for monitoring of the public presentation of squads and employees. The chief and basic thought includes fro monitoring to guarantee that

All the assigned duties are being full filled as per required ends,

To place the chances and opportunity for betterment in the work,

To do out the advancement against the ends,

Measure the advancement against the internal and external criterions.

Feedback and reappraisals:

Harry Levinson ( 1996 ) The greater the accent on measuring and quantification, the more likely the elusive, non-measureable elements of the undertaking will be sacrificed. Quality of public presentation often, hence, loses out to quantification.

Feedback is a message which tells the squad how it is executing. Feedback is indispensable for a squad to better its public presentation. If the squad does n’t acquire feedback, it has no nonsubjective step to steer it.

The directors of Primark are responsible for seeking of feedback from their employees and clients. It is really of import to cognize what the company is presenting in term of their aims and ends are fulfilling in existent agencies to the people or non. The employee feedback should be in the signifier of inquiring them whether they are satisfied with the current policies of the company, the environment of work, installations they are being given by the company and are they being over burdened of the work.

Performance rating:

McKinsey ‘s 7-S theoretical account is a helpful model for researching why a public presentation divergence might hold occurred.

The theoretical account starts on the premiss that an organisation is non merely Structure, but consists of seven elements:

  • Strategy Plans for the allotment of a house ‘s scarce resources, over clip, to make identified ends. Environment, competition, clients.
  • Structure The manner the organisation ‘s units relate to each other: centralized, functional divisions ( top-down ) ; decentralized ( the tendency in larger organisations ) ; matrix, web, keeping, etc.
  • Systems The processs, procedures and modus operandis that characterize how of import work is to be done: fiscal systems ; engaging, publicity and public presentation assessment systems ; information systems.
  • Skills Distinctive capablenesss of forces or of the organisation as a whole.
  • Staff Numbers and types of forces within the organisation.
  • Style Cultural manner of the organisation and how cardinal directors behave in accomplishing the organisation ‘s ends.
  • Shared Value The complecting Centre of McKinsey ‘s theoretical account is: Shared Values. What the organisation stands for and what it believes in. Central beliefs and attitudes.

3.2 Evaluate a squad public presentation against agreed aims of the program.

Measuring the public presentation can be done by taking the feedback and comparing it with the planned marks. Amending or altering it harmonizing to the demand. Inform the squad their countries of duties and where focal point or alteration is needed. Motivating them and maintaining record of all the paperss.

At Primark there is group of director who are responsible for the rating of squad. What they do?

  • Access the day-to-day based achieved marks against the given undertakings.
  • Monitor the single engagement for the intent of publicities.
  • Get feedback from new employees and their part in making occupation.
  • Do analysis of required certification related to work and their presentation.
  • Access the planning of occupation and alliance for accomplishment of ends.
  • Judge the involvement and committedness of employees for making the occupation.
  • Monitor the allocated resources for peculiar undertaking are they plenty or non.
  • Make give the awards and assessments for the motive and dedication of employees.

3.3 Evaluate the impact of the squad public presentation in lending to run intoing strategic aims.

Team public presentations in lending the strategic aims have a great impact by making this squad public presentation can heighten. Team public presentation steps can be set:

  • The aims and marks for the squads
  • Customer satisfaction marks
  • Committedness with the company and aims
  • Skill and expertness degrees for the squads

Primark direction is maintaining proper record and control of the overall aim of the company whether they are being achieved by squad or non. Are the clients being satisfied by the service provided by the company ‘s employees? Are the staff members making their duties as a squad member i.e. accomplishing marks, following company policy, clip promptness and absenteeism etc. , and the degree of accomplishment for making occupation. If any of these things is non being achieved so positive stairss should be taken in order to accomplish the company nonsubjective and keep the criterions and policies.

Use of Key Performance Indicators ( KPI ) :

  1. Defined
  2. Measurable/quantifiable
  3. Aligned with ends
  4. Can be used as a benchmark

Reasons for Discrepancy:

  • Lack of preparation work and motive
  • Insufficient resources at work topographic point
  • Socio Political environment
  • Unexpected working fortunes
  • Bad KPIs

It is the liability of the direction of Primarkto execute and convey any demands compulsory for the better public presentation and achieving of company ends. Have to look into is at that place any deficiency of preparation or motive, grounds should be sought and proper and needed preparation should be given to the staff. Proper resources to be arranged for the similar supplying proper uniform and working tools and material. Working environment should be examined on periodic footing to avoid any misshape related to wellness and safety, any work stoppages or surrender of the workers. If the Key public presentation indexs are non as per demand they should be replaced and should present make overing realistic and accomplishable criterions.

4. Use act uponing and carrying accomplishments, to the kineticss and political relations of personal interactions.

4.1 Determine influencing and carrying methodological analysiss to derive the committedness of persons to a class of action.

Influence is defined here as the effort to modify others ‘ behavior through the mobilisation of or mention to power resources. Leaderships are the people who have influence with power holding clear focal point on the company objectives ; they can actuate the employees and can alter or modified the company strategies consequently.

There is no individual method of act uponing or carrying everyone.

Working clime:

There are two types of clime sunny & A ; stormy.

Sunnyteam clime mean people are allowed to take enterprises and understand their part to make good public presentation. Peoples know their abilities, accomplishment, and motive of squad members are recognized. There is a clear way and good communicating. Workload is distributed equally. Physical work environment is contributing to good public presentation.

Stormyteam clime mean people are non allowed to take enterprise and they do non understand their part to make good public presentation. Peoples have small apprehension of their function. There are conflicting ends and assorted messages. Work is spread unevenly amongst the squad. Physical environment prevents good public presentation.

Improvement factor:

Climate in squad can be improved by

  • Make a shared vision
  • Better the physical environment alterations
  • Use thoughts from the squad to do betterments
  • See people ‘s accomplishments, abilities and aspirations

Influence and Power:

Deploying power to act upon others ‘ behaviour is merely seldom an obvious, straightforward, seeable procedure: influence mat take a assortment of different signifiers. First, power resources may used to act upon behaviour either positively, in the sense of supplying the resources to the benefit of the receiver, or negatively, in the sense of retreating or keep backing the resources to the cost of the receiver.

There should be a balance between the power and influence taking the illustration of Primark if the directors of the Primark are holding power and authorization but no influence to the employees and supervisors than this can be the doomed of the company and resources to accomplish the strategic aims of the company.

Motivational Value System:

Elias Porter, everyone has a basic desire to experience good about themselves, but we achieve that in different ways.

  • Philanthropic individual is motivated and most rewarded by assisting others.
  • An analytical individual will happen wages in carful analysis of a job and minimising hazards.
  • Peoples feel empowered when they are able to show their natural manner.

Individual impacts on others:

Understanding the single impacts on the others ; acquire feedback from co-workers. A questionnaire is used that is called 360° .

360° Feedback

The thought of 360-degree feedback is that the public presentation of an person is rated by people who are related to the person ‘s work. This could include studies, equals, directors, clients or clients, co-workers etc.

360-degree feedback gives the employee of the veterinary pattern penetration into how equals and other dealingss perceive him.

  • It increases self consciousness and place in the context.
  • 360-degree feedback encourages self-development.
  • It increases apprehension of the behavior required to better personal and organizational effectivity.
  • It increases communicating within the veterinary pattern.
  • It ‘s a powerful trigger for alteration.

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Primark; Leading retail group. (2017, Jul 28). Retrieved from