英国萨里大学论文代写:绩效管理

Keywords:英国萨里大学论文代写:绩效管理

Armstrong将绩效管理定义为“一个过程，它有助于有效地管理个人和团队，以实现高水平的组织绩效。”因此，它确立了对将要实现的目标以及领导和发展人民的方法的共同理解，以确保实现这一目标”。重要的是，从人力资源管理的角度来看，绩效管理不仅与纪律程序有关，而且与确保每个员工都得到必要的支持以实现其目标和潜力有关。因此，绩效管理往往与学习和发展密切相关，因为为了最大限度地发挥其潜力，员工必须继续扩大他们的技能和发展他们的能力。此外，Benson等学者已经观察到培训、发展和员工保留之间的联系，如前所述，这有助于确保增加敬业度和减少员工流失率。但是，为了监测和改进员工的绩效，首先必须制定适当的目标和指标，并对这些目标和指标应用量度和基准，以便客观地评价员工的绩效和发展。在星巴克，有两个核心要素构成了员工绩效的基础;这些是技术能力，也就是说持续生产高质量咖啡的能力，其次是与其他利益相关者包括团队同事和客户互动的能力。前者可以通过观察商定的性能指标(如生产速度和口味一致性)来客观评估。这有利于个别员工和星巴克作为一个整体,因为它可以确保一致性的服务和产品质量的特许经营网络意味着星巴克的声誉也维护和咖啡师是称职的特许经营,他们可能准备旅行,从而增加公司的价值。
英国萨里大学论文代写:绩效管理
Armstrong defines performance management as “a process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved”. It is important to observe that from a HRM perspective performance management is not solely concerned with disciplinary procedures, but rather it is concerned with ensuring that each and every employee has the necessary support to achieve their objectives and potential. Thus, performance management is often closely correlated with learning and development as in order to achieve to their maximum potential employees must continue to expand their skills and to develop their capabilities. Furthermore, scholars such as Benson et al have observed a link between training and development and employee retention, which as previously identified, helps to ensure increased engagement and reduced employee churn.However in order to monitor and improve employee performance it is first necessary to set suitable objectives and targets and to apply metrics and benchmarks to these objectives and targets in order to objectively assess employee performance and development. At Starbucks there are two core elements which form the basis of employee performance; these are technical capability that is to say the ability to consistently produce a high quality cup of coffee, and secondly the ability to interact with other stakeholders including team colleagues and customers. The former can be objectively assessed by observation against agreed performance metrics such as speed of production and consistency of taste. This has benefit to individual employees and Starbucks as a whole because it ensures consistency of service and product quality across the network of franchises meaning that the reputation of Starbucks is maintained and also that Baristas are employable across a range of franchises that they may be prepared to travel to, thus increasing their value to the company.