HRM Assignment:

SUBMITTED BY Kunal Patel- 21BSP0080

Carter Cleaning Company the Performance Appraisal

Is Jennifer right about the need to evaluate the workers formally? The
managers? Why or why not?

Answer: Yes
Jennifer is right. Employees and managers should be formally evaluated.

Why?
Through official attestation, managers and employees Will know

Scope of appraisal

Translate the employer's goals into those for specific employees (the goals of managers and
employees are aligned with those of Carter Cleaning Company) target.

Guidelines of appraisal
Standards of performance

Managers
Include a list of quality standards for issues such as

Store cleanliness
Efficiency
Safety
Budget Compliance
Manual worker

It includes the following criteria:

Quality
Quantity
Attendance
Punctuality

Actions to be taken in relation to the evaluation results.

Managers and workers meet to develop a plan to correct defects. To reinforce what the
manager or employee is doing right.
Actions to be taken to evaluate the results:

Positive feedback about a promotion or salary increases.

Negative feedback needs education and advice.

Develop a performance appraisal method for the workers and store managers in
each store
Answer

Worker Performance Assessment Techniques for an effective Appraisal method.

we need
workload and output measurement
based on Appraisal on actual job responsibilities and duties

appraiser: manager
feedback: Store manager
Graphical Scales
Provides data that is easy to interpret for that. Preferred attributes are listed along with
various metrics.
What is the preferred attribute in this example?
Quality
Quantity
Attendance
Punctuality

Performance appraisal technique for the store managers

For an effective appraisal method?
We need
Objective performance measurement appraisal based on actual job responsibilities
Appraiser Jennifer or other directors
Feedback from Jennifer or other directors

MANAGEMENT by Objectives (MBO)

Provides appraiser with deeper goal setting for the organization.
Organization-wide goals are best measured by MBOs, especially for store executives.
in this example
The goals of the Carter Cleaning Company division are:
Quality of purity
Quality in terms of occupational safety
Quality in terms of work efficiency
Quality in terms of financial management
Because there is no department, we discuss goals within the department.
Since all branches have the same structure, the expected result from the manager's job
description will be the same.
Low focus graphic scale
In this example, the quality standard
efficiency
purity
safety
Budget Compliance
Development

Progress Rating of success

Goal 1: Safety: In terms of Best…………. not good
safety, how did managers
apply TQM in terms of
workplace safety?
Goal 2: Cleanliness: How
did the manager keep the
workplace clean and tidy
for 5 s in the workplace?
Goal 3: Efficiency: In terms
of efficiency, how have
managers tried to cut
unnecessary costs?
Goal 4: Maintain Budget:
On the budget side, how
have managers worked to
maintain financial balance?

Hotel Paris Case the new performance Management

System
Question 1) Choose one job, such as front-desk clerk. Based on any information you have (including
job description you may have created in others chapters), write a list of duties, competencies and
performance standards for that chosen job.

Various tasks of front desk staff

Check In
billing and discharge
Information for guests
customer service
Communication
Complaint Confirmation
management

Clerk competency support

Always look professional
Excellent customer service skills
General computer knowledge and good computational skills
Excellent interpersonal/communication skills

Performance criteria
Multitasking
Equipment
Personal ability
Other standards

Question 2 Based on that, what you read in this Dessler Human Resource Management Chapter,
create a performance appraisal form for appraising the job.
PERFORMANCE APPRAISAL FORM EMPLOYEE NAME

Employee Name
Period of consideration
Position
Department
Ranking
Joining Date
Employee Responsibilities/Responsibilities Rate an employee's duties/responsibility on a scale of 1
to 5 as follows.
1-2: Unsatisfactory
2-3: Average
3-4: Satisfactory
4-5: Best

Duties and Responsibilities

Complete working knowledge of the software system.
understanding of software system and assists.
Subject to reservation and includes Communicate requests from guests.
Check non-compliance reports around 24 hours.
You can perform all front desk functions, including guest service assistants, front desk staff,
reservation specialists, and more.

Job Competency Rate the competency of an employee on a scale of 1 to 5. The proportions are:
1-2 – Unsatisfactory
2-3 – Average
3-4 – Satisfactory
4-5 – Best

COMPETENCIES
Ability to register guests within 5 minutes
Communication.
Customer Focus.
Time management.
Process of customer requests quickly
Professional attitude and appearance.