悉尼大学代写Assignment:公司业绩

悉尼大学代写Assignment:公司业绩

悉尼大学代写Assignment:公司业绩

“目的地冒险!“是一个繁荣的旅行社,在冒险的世界里有它的存在。它是一家活跃的旅游公司,它从一开始就组织个性化的个性化的小团体旅行,从一开始到结束。这家公司在过去几年里已经成功了。公司在一年内举办夏令营和其他不同的冒险营地吸引越来越多的顾客。它重视它与客户的关系。它强调提供优质的服务,占据客户的感官和他们的想象力发现的地方,自然,文化等(目的地冒险,2008)。

公司扩大了业务,由于这一点,公司内部的员工数量也增加了。公司必须设计新的政策和法规对员工的绩效考核。一个有效的绩效考核体系的基本要求是相互信任的员工和管理,在明确的目标、评价体系的规范化、有效性和可靠性,定期审查和更新。公司在评估员工的绩效方面面临一些问题。决策过程后,绩效评估为管理者变得不一致(mamoria和gankar,2002)。公司面临的主要问题是:

评价中的错误:可能出现在绩效评估中,并影响决策的原因是由于以下类型的错误:

晕效应:在总体概念的基础上,对员工的评价是高或低的倾向。这种错误可以被最小化,通过评级所有的员工在一个特质之前,采取另一个特质。

刻板印象:它意味着一个时代的基础上,一个人的性心理图片制作、种姓或宗教。结果在简化的观点和模糊了工作绩效的评价。

集中趋势:它指的是分配的平均评级的所有员工为了避免承诺与参与。其次是因为评委没有证明的平均收视率。其结果是,收视率聚集在中点周围。

恒定误差:一些评估试图在绩效评价变得宽松,从而导致过高的性能的同时,严格评估导致低估的性能。

个人偏见:由于地域、宗教信仰和生活习惯或人际冲突可能发生这种偏颇。

溢出效应:当过去的绩效影响到目前的绩效评估时。

悉尼大学代写Assignment:公司业绩

“Destination Adventure!” is a prosperous travel agency having its eminent presence in the world of adventures. It is an active travel company, which organizes customized trips of small personalized groups with personalized staffing from the beginning to end. The company has become successful in the last few years. The company organizes summer camps and different other adventure camps during the year for attracting more and more customers. It values its relationship with the customers. It emphasizes on providing quality services, which occupy the customers senses and their imagination to discover places, nature, culture, etc. (Destination Adventure, 2008).

The company has expanded its operations and due to this, the number of employees inside the company has also increased. The company has to design new policies and regulations for the performance appraisal of the employees. The basic requirements of an effective performance appraisal system are mutual trust between the employees and the management, clear objectives, standardization of appraisal system, validity & reliability, periodically review and updation. The company is facing some problems in evaluating the performance of employees. The decision making process after the performance evaluation has become inconsistent for the managers (Mamoria & Gankar, 2002). The main problems that the company is facing are:

Errors in rating: It may arise in the performance appraisal and affect the decision making due to the following types of errors:

Halo effect: It is the tendency of rating an employee consistently high or low on the basis of overall notion. This error can be minimized by rating all the employees on one trait before taking up another trait.

  • Stereotyping: It implies making a mental picture of a person on the basis of age, sex, caste or religion. It results in an over-simplified perspective and blurs the assessment of job performance.
  • Central tendency: It refers to allotting average ratings to all the employees in order to avoid commitment and involvement. This is followed because the rater has not to justify the average ratings. As a result, the ratings are clustered around the midpoint.
  • Constant error: Some evaluators try to become lenient in assessing performance, which leads to overrating of performance while strictness in assessing leads to underrating of performance.
  • Personal bias: This kind of biasness may occur due to regional or religious beliefs and habits or interpersonal conflicts.
  • Spill over effect: This comes up when past performance affects the assessment of present performance.

 

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