what are the factors to be considered when you want to access the performance of staff in an office?
147451
Depends on what office you are running. But typically there are 2 major components on which you rate employees: \n1: Goals: Actual Work Content which an employee is supposed to do and how well he did. Ofcourse you need parameters to measure an employee so that the judgement is as impartial as possible and is a standard. So you can have more than 1 goal and evaluate at the end of the period (3months - 6 months - 1 year) how well he has done. Rate the employee out of 5 with 5 being extraordinary, 4 being more than expeceted, 3 good job, 2 mediocre and 1 being less than expected. \n2: Other parameter is skills like: \na) communication skills\nb) team skills\nc) innovation\nd) hard working \ne) attitude etc. \n\nYou can again have a rating system of this set and take an average of the 2 compoenets to arrive at final conclusion. \nHope this helps
1086435
Well if you would like I could talk to you about that but first I would need to know what aspect of Performance Management you are talking about??? Of the employee's or of the finished goods???
312551
(1) Find at least one positive thing in each of the people that work with. And concentrate on that one thing to exclude the 99 other things that they do that activate your negative feelings. The 'one thing' could be as trivial as the pleasing colour of their shoes. (2) Choose to work well with a colleague who is the least incompetent/disorganised of the group you work with; as you build trust and success with this colleague, word might spread and your colleagues may learn that they have to adapt their behaviour in order to obtain your (valued) assistance. (3) Create an anchor to obtain a state of calmness to maintain your composure when the office situation deteriorates - see the link below
490043
The Performance indicators will depend on your business imperatives - is cost more important or customer service.\n\nThere are the basics like -\n\nHow long it takes to respond to an issue.\nHow long each operator spends on the phone.\nNumber of calls handled.\nNumber of calls abandoned.\n\nThen you start having to balance the cost against the service.\n\n%age of calls fixed on first contact.\n%age of calls fixed within a two days.\n\nAverage cost per fix.\nNumber of fixes per day.\n\nYou can also perform sampling on the callers to the help desk to validate satisfaction with the service.
701841
The following list is by no means exhaustive, but provides an indication of the range of issues that can be adapted to KPIs:\n\nWork quantity, productivity, work quality, time (eg deadlines, response, delivery, turnaround), revenue, return on investment, consistency/reliability, safety, environmental impact, use of resources, cost-effectiveness, management style, turnover/retention, promotion of diversity, workplace relations, training and development, communication.\n\n:> peace
421949
A people manager needs to be able to \n\na) set clear objectives which are both challenging and realistic\nb) give credit where credit is due and say thank you\nc) deal with problems as soon as they arise in a constructive and firm way\nd) be approachable and willing to listen\ne) help staff to continually develop their skills by giving regular feedback and offering them training\n\nThe worst qualities are\na) indecision\nb) assumption of the cause of a problem without finding out the facts\nc) laying down rules without consultation or discussion\nd) refusal to accept or implement change\ne) inability to relate to their staff
706906
A genuine enjoyment of people, along with communication skills.\nA habit of speaking clearly.  \nFriendliness and helpfulness.  \nAccuracy in taking telephone messages.  \nNeat appearance.\nDependability.\n\nIf you make yourself stand out in these areas, you may not be a receptionist for very long--you just might be promoted to the next level!  Good luck!
722255
emotional instability, "leave of absence" situations\n\ncheck with your employee handbook or boss, cause it really depends on your job.
108344
Depends on who you are and what your relation is to the management staff?  There would likely be different approaches depending on whether you are an employee, management, district management, etc.
810681
Whenever you do a performance appraisal, you need to look at everything about the person or company that you can find.  Are the goods or duties performed on time.  Is the wuality of the work better than just acceptable.  Do the people dress for the job, or are they trying to just get paid.  Do they get along with others in their department or field?  Are they late or just squeaking in at the start of each day?  A good thing to ask is also if they have any suggestions to make things better in their area.  Sometimes, people will have a lot to offer, if given the opportunity.  Attitude, Apparel, Communication Skills, People Skills, and Willingness go a long way in gettting a good performance rating.  Hope this helps.
280153
It's all about people.  Respect your staff and they'll respect you.  Always let your staff know where they stand with you.  When they do something wrong tell them.  When they do something right, tell them.  Communicate your expectations.  The more training you give the better.  Don't worry about them liking you.  If you're fair, firm and consistent, they'll respect you
231686
years of experience\n\nreputation \n\nsucess with staff\n\nknowing when business is good and nots\n\nand having social graces
749881
If your question pertains to business, you may want to consider hiring a mystery shopping agency.  They evaluate everything from sales, customer service, employee performance, employee satisfaction, etc.  They will also thoroughly check out competitor companies giving you the "inside scoop"  Try Shoppers Confidential.
996988
consultants are generally required to use skills and exerience to analyze and gather data that may be relevant to the improved functioning of operations with office performance and goal objectives I.E. production/distibution permance enhancement and/or improving service quality the client judges the implenting feasability of recommendations and their impact/quality effectiveness on operations
799080
when you are hired and many times employees are asked to give their personal phone number and address, can be obtained by anyone in hp or by directors\n\nemail address are also the same as above.\n\ncredit check\n\nDrug testing\n\nCompanies who want to know \nhealth or phyical problems \nbefore they hire or during an interview--work days missed/insurance cost to company\n\nrace, religion, polical party--time off for religious holiday\n\nYou should have given a better detail of want you wanted.  \nI hope this is want you ment. \nI was not sure  these are activies they use for hiring and are a private issue,  \nI did not know if you ment that they accure during the daily routine
459651
Address\nHobbies\nName of company worked for\nLength of time worked\nDescription of duties\nName of supervisor for reference\nPhone number of supervisor\n\n.....)(
456176
Try starting with an employee suggestion scheme. Implement the good ideas and reward the proponents. And then formalise the evaluation process so people know that ideas wont be ignored by prejudiced managers.