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澳洲迪肯大学代写作业:绩效指标

Keywords:澳洲迪肯大学代写作业:绩效指标

第二个要评估的绩效指标更加无形,它与感知服务水平、客户和同事互动有关。在同事互动方面,可以通过360度反馈、直线经理观察和绩效考核中的自我反思等多种方式进行评估。研究表明,一般来说,个别员工对自己的技能和能力有合理的自我意识,而绩效评估很少会强调员工在某种程度上没有意识到的任何事情。然而绩效考核的好处是,它可以展示个人员工特定的地方可以改善或将受益于培训来提高他们的技能集。例如食品安全证书来帮助确保个人特许经营是完全符合立法,或者基本簿记技能帮助确保现金管理准确地在每个商店。在评估咖啡师与顾客互动时的表现方面,这可以通过反馈表格和顾客奖励来实现。例如,零售商的收据鼓励顾客在线提供关于他们服务的反馈,这已经变得越来越普遍。这样做的双重好处是,可以帮助组织更好地与客户打交道,并更快地对客户的反馈做出反应。如果反馈问卷中的具体问题与咖啡师的工作表现和服务有关,如咖啡师的速度、友好度和乐于助人等,它也可以用来收集咖啡师的个人反馈。从反馈调查中收集的信息可以在定期的业绩审查中反馈给每个咖啡师,以便帮助他们确定发展领域并随后改进业绩。正如本节开头所指出的,绩效管理技术不应仅为纪律员工的目的而设计,尽管在某些阶段,对某些员工可能需要某种形式的纪律几乎是不可避免的。然而,最佳做法表明,定期的考绩审查可以帮助预防任何这类问题,例如,如果定期和合理地经常举行考绩审查,就有可能在任何问题成为令人关切的问题之前预防任何问题。
澳洲迪肯大学代写作业:绩效指标
The second performance metric to assess is more intangible and pertains to perceived service level and customer and colleague interaction. In terms of colleague interaction this can be assessed through a variety of measures such as 360 degree feedback, line manager observation and self-reflection during a performance review. Research has shown that generally speaking individual employees are reasonably self-aware of their skills and capabilities and it is rare that a performance review highlights anything that the employee was not at least already aware of at some level. However the benefit of performance review is that it can demonstrate to individual employees specific areas where they could improve or would benefit from training to enhance their skills set. For example a food safety certificate to help ensure that an individual franchise was fully compliant with legislation, or perhaps rudimentary book-keeping skills to help ensure that the cash is managed accurately in each store.In terms of assessing Barista performance when interacting with customers this can be achieved through feedback forms and customer incentives. For example it is becoming increasingly common that receipts from retailers encourage customers to provide feedback about their service online. This has the dual benefit of helping the organisation to become more engaged with customers and response more rapidly to customer feedback. It can also be used to gather individual barista feedback if specific questions in the feedback questionnaire relate to performance and service such as speed and friendliness and helpfulness of the Barista. The information gathered from feedback surveys can be fed back to each barista in regular performance reviews in order to help them identify areas of development and subsequently improve performance. As noted at the outset of this section, performance management techniques should not be designed with the sole intention of discipline employees, although it is almost inevitable that at some stage a form of discipline may be required for certain employee. However, best practice makes it clear that regular performance reviews can help to forestall any such issues as if they are held regularly and reasonably frequently it should be possible to forestall any problems before they become issues of concern.

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