BSBWOR203B Assessment 2

BSBWOR203B

Assessment 2

Work effectively with others

Part 1 Key performance Indicators

Hospitality

Set and measure KPIs

KPI 1

KPI 2

KPI 3

Establish brand recognition in Brisbane so that 1 in 3 people can recognise the Houzit Brand name.

New and Innovative Approaches to meet the KPIs

Increased Sales: with advertising, people will have a positive image to Houzit and will come more often for their housing needs.

Loyalty Customers: Advertising will make customers feel that the Houzit company is successful and a strong company. They will feel that the quality is good and come more often. They will also refer their friends.

Decrease complaints: Making less mistakes improves my work performance, improves customer satisfaction and employer satisfaction.

Constraints to meeting KPIs

What to do if KPIs are not met

To increase the amount of sales, it is important to understand that the cash is not immediately collected because a lot of the sales are over a long term contract. This will mean that in 3 years time, the amount of cash that is made from the sales, may not be the full amount that was promised in the contracts. However as time goes on, the company will be generating larger amounts of income every year.

With more marketing and successful customer service and public relations, the company can easily, reach the objective of 15,000 loyal customers within a short amount of time such as 2 years.

With a lot of marketing, the Houzit brand may became recognisable within 18 months, however it is important that Houzit keeps its reputation high and has a positive image on the Brisbane market. many companies can gain high brand recognition however they are recognised as a bad company, meaning that the recognition is not effective.

Methods of Communication

Internal Communication

Internal communication can motivate, reprimand or inform. Examples of internal communications are memos, email messages, instant messages and phone calls.

Face-to-Face

Companies use face-to-face internal communication in training, promotions, demotions and other areas of the workplace. While managers also can handle most of these tasks with written communication, an in-person, face-to-face communication is more personal and opens the door for verbal exchange.

External Communication

Many forms of external workplace communication are available, including faxes, Internet websites and advertising. Your company website promotes your business, allowing you to showcase your products and services. Faxes allow you to communicate over long distances, in writing, so there is a paper trail of the communication effort on your part.

Part 2

Performance Review

Set job responsibilities and tasks

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ies and tasks

Welcomes visitors by greeting them, in person or on the telephone; answering or referring inquiries.

Directs visitors by maintaining employee and department directories; giving instructions.

Maintains security by following procedures; monitoring logbook; issuing visitor badges.

Maintains telecommunication system by following manufacturer’s instructions for house phone and console operation.

Maintains safe and clean reception area by complying with procedures, rules, and regulations.Maintains continuity among work teams by documenting and communicating actions, irregularities, and continuing needs.

Contributes to team effort by accomplishing related results as needed.

Relate job responsibilities to specific performance indicators

Employee feedback

360-Degree Feedback – Your manager, a few co-workers, and maybe even customers can give you feedback. What a 360-degree performance appraisal does, is get everyone on the team to improve in areas that might be hindering their personal or the team’s growth. One very important point about 360-degree feedback is that they should not be used in the performance review process.

Annual Performance Reviews – Many people are against annual performance reviews, but some companies swear by it. More than anything, it depends on the culture inside your organization. if your company allows open and honest feedback, annual performance reviews can be a great thing.

Setting Objectives And Key Results – Objectives and key results (OKR) is one of the best ways to focus your team around objectives. You set high-level, somewhat vague objectives, and then very specific key results that will get you to that point.

Give Frequent Feedback – Feedback is such an important part of employee engagement, but so many managers don’t do it enough. It turns out, according to research, that the frequency of feedback is probably the most important element of all.

Professional Development

Bonus and Reward Systems

The main purpose of reward management is to provide interest and motivation to employees. When interested, workers are more dedicated to maintaining a high level of performance. When motivated by some type of reward or compensation, production, performance and work quality improve.

Quarterly Reviews – Every quarter, try to find time to sit down with employees one-on-one to assess goals and give feedback. This shows employees that you are aware of them and value their success, which may help motivate them to keep their working levels strong.

Yearly Awards Ceremony – Annual awards ceremonies can be a great way to reward desired performance, such as outstanding innovations or greatest levels of improvement. Try to vary the awards so that employees at multiple levels receive some recognition.

Peer Recognition – While managers can choose…

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