Activity 5,6,8 manage people performance




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) ......

    Activity 5,6,8 manage people performance
    Last updated: Sep 2023

    Page 1


    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.
  • ...

    Activity 5,6,8 manage people performance
    Last updated: Sep 2023

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