美国代写：芝士披萨公司奖励因素

美国代写：芝士披萨公司奖励因素。个人就业是为了提高自己的技能、知识和事业。在芝士披萨公司这样的组织中，在加薪或奖金的同时，创建一个有效的奖励系统，通过表扬和认可来认可员工的出色表现，成就从长远来看是有益的。它需要创造这样一个环境，为成就者鼓掌(Edmonds, 2017)。成就的水平可能会有所不同，或者可能与工作的不同方面有关，但认识到每一个努力都会激励员工提高个人水平，从而在组织层面上做出更多贡献。接下来美国代写专家将为同学们分析下芝士披萨公司奖励因素。

创建一个列表,这些期望与员工绩效——性能期望将相关的日常性能前线员工,客户联系维护营销团队,获得培训和认证水平,贡献中期管理、组织发展的战略新思想的贡献团队,由行政和人力资源部门完成所需的文件等(拉德纳,2015)。每个人的期望是不同的;一线员工需要快速行动，而后端员工则需要冷静沉着。芝士披萨必须重新评估员工的绩效期望，并在每年的员工评估中列出目标。这种评估必须基于诸如资历、在组织的任期、员工的经验等标准。

创建员工调查以识别员工超出预期的情况——芝士披萨公司的最高管理人员需要与员工沟通，分享他们或同事超出预期的情况，并展示值得认可的品质。这种调查在内部网络上共享时验证了信息(Zhang and Vogel, 2013)。由于公司的目标是在两个不同的国家有十个新的网点，这将首先有助于采取员工在场的帮助，以确定成就者或那些一贯达到或超过预期的员工。显然，这些资料将得到适当的验证，以消除虚假的报告。

奖励类型的确定-芝士披萨必须有奖励的类别，如奖金或加薪，成就证书，晋升，宴会或派对标记员工的成就(张和Vogel, 2013)。有荣誉的员工可以得到赞扬他们成就的卡片或信件。如员工在规定的时间内守时或不休假等小成绩将得到认可，并在年度会议上得到认可。表现出色的员工将得到加薪或奖金的奖励。持续的高水平表现将表明晋升短期成绩将获得证书。这将跨层次进行，以便不同职位的员工知道他们的努力工作不是浪费，将努力提高他们目前的表现水平。

创建让员工充实的项目——芝士披萨公司的这类项目将包括员工可以享受的课程，如瑜伽指导、辅助艺术课等(Salah, 2016年)。定期与当地企业合作开展此类活动将是有益的。通过不断更新员工的资源，可以提高员工的绩效。定期提供培训计划是提高员工绩效的有效方法(Azzone和巴勒莫，2011)。这样的会议使员工有可能发现自己的缺点，并使hep得到改善。如果培训课程是交互式的，那么公司就可以为员工提供改进的渠道，也可以为员工提供一个整理他们的问题的平台。

Creation of a list of those expectations related to employee performance – performance expectation will be related to daily performance for the front line staff, client contact maintenance by marketing team, obtaining training and certification across levels, contribution towards organisational development by the mid management, contribution of new ideas by the strategic team, completion of required paperwork by administrative and human resource departments among others (Lardner, 2015). Expectation from each individual is different; while the front line staff need to be fast on their feet, the backend employees are expected to be calm and composed. Cheesy Pizza would have to review the performance expectation of the employees and enlist the goals during the annual evaluation of employees. Such evaluation have to be based on criteria such as seniority, tenure with the organisation, experience of the employee among others.

Creation of employee survey for identification of instances where expectation of performance is exceeded by employee – the top management at Cheesy Pizza Company would need to communicate with the employees to share instances when they or a co-worker exceeds expectation and demonstrate recognition worthy qualities. Such survey when shared on intranet validates the information (Zhang and Vogel, 2013). As the company aims to have ten new outlets in two different nations, it would initially be helpful to take the help of the employees present on location to identify the achievers or those employees who consistently meet or exceed the expectations. It is obvious that such information would be duly validated to do away with fraudulent reports.

Determination of type of reward – Cheesy Pizza would have to have categories of rewards such as bonus or pay rise, achievement certificate, promotion, banquet or parties for marking employee achievement (Zhang and Vogel, 2013). Honoured employees could be given cards or letters applauding their achievement. Minor achievements such as punctuality or no leaves within a stipulated time would be recognised and the employee being acknowledged during the annual meetings. Performance achievements would be rewarded by a pay rise or bonus. Consistent high level performance would indicate promotion short term achievements would be acknowledged with certificates. This would be done across levels so that employees of different positions know that their hard work is not waste and would work towards improving their current level of performance.

Creation of program for employee enrichment – such programs at Cheesy Pizza Company would include sessions that employees could enjoy such as yoga instruction, complementary art class and so on (Salah, 2016). It would be beneficial to work with the local businesses for such activities at regular intervals. The performance of employees can be enhanced by constantly updating their resources. Providing training programs at regular intervals is an effective way to improve performance of the employees (Azzone and Palermo, 2011). Such sessions make it possible for the employees to identify their shortcomings and get hep to improve. Training sessions when made interactive make it possible for the company to provide avenues for the employees to improve and also give a platform to the employees to sort their queries.

以上内容就是美国代写专家将为同学们分析的芝士披萨公司奖励因素。如果同学们有需要论文代写的地方，详情可以在线咨询美国论文代写平台客服，此论文代写平台机构为留学生们提供专业的硕士论文代写、essay代写、assignment代写等论文服务，丰富的论文代写经验值得留学生们选择和信赖!