Activity 5,6,8 manage people performance

Activity 5

a) code of conduct in the restaurant

Code of Conduct

Dress should be smart casual / clean, tidy and presentable.

Do not alter supplied uniforms.

Enclosed leather shoes must be worn for practical sessions.

Please ensure personal hygiene is maintained.

Disruptive behaviour will not be tolerated.

Students are reminded to observe safe work practises when completing training.

Report damage to equipment or personal injuries to a trainer.

Bad language or harassment will not be tolerated.

Students are not permitted to drink alcohol during training.

Mobile Phones are to be switched off.

b) 6 performance indicators

Performance appraisal ratings –number of the employee that need to get improvement

Frequency use of new skills– how often do they use the new skill and how effectively is it

Percent of task completed properly – this is about the quality of their work

Time to project completion – time management is important to complete the project o time or not

Employee complaints– work climate

Customer satisfaction-feeling and attitude that the customer give feedback

Activity 6

a) Fair work ombudsman

b) Labor law and government agencies

c) Risks associated with the job

Slippery shoes

Wet floor

Stove on fire

Broken chair

Light is broken

d) Safety plan

Slippery shoes

Need the special shoes

Wet floor

Wipe the water or clean with the mop immediately

Stove on fire

Prepare the fire extinguisher

Broken chair

Remove it and give the new one to the customer

Light is broken

Change the new one.

Activity 8

a) ......

a)

Type of performance management

Long-cycle performance management

Long-cycle performance management is usually done on an annual, every 6 months, or quarterly basis. From implementations standpoint, this area is the one that has traditionally received the most attention. This is so for historical reasons, as most performance management techniques/styles predate use of computers.

Short-cycle performance management

Short-cycle performance management (which overlaps with principles of [Agile Software Development]) is usually done on a weekly, bi-weekly, or monthly basis.From the implementation standpoint, this sort of management is industry-specific.

Micro performance management

Micro performance management is generally done on a by-minute/hour/day basis.

Performance management is the process of creating a work environment or setting in which people are enabled to perform to the best of their abilities. Performance management is a whole work system that begins when a job is defined as needed. It ends when an employee leaves your organization.

Many writers and consultants are using the term “performance management” as a substitution for the traditional appraisal system. I encourage you to think of the term in this broader work system context. A performance management system includes the following actions.

Develop clear job descriptions.

Select appropriate people with an appropriate selection process.

Negotiate requirements and accomplishment-based performance standards, outcomes, and measures.

Provide effective orientation, education, and training.

Provide on-going coaching and feedback.

Conduct quarterly performance development discussions.

Design effective compensation and recognition systems that reward people for their contributions.

Provide promotional/career development opportunities for staff.

Assist with exit interviews to understand WHY valued employees leave the organization.

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