由于花园车辆段是一个基于服务的组织，管理部门应该部署一个客户服务部。有了这个客户服务部，他们就能分析客户的需求。通过客户反馈和交互，您可以了解客户喜欢所提供的服务的哪些方面，以及哪些方面可能需要改进。将客户服务作为持续改进的工具常常会导致客户满意。这是衡量他们成功与否的关键绩效指标。最后，花园车厂也可以开始实施正式的考核制度来监控员工的工作表现。工作场所评估积极地让员工了解对他们的期望。通过与你的雇主或直线经理设定商定的目标，然后在几周或几个月后审查结果，每个员工都要对自己的表现负责。它们是一个审查长处和短处的机会，可以对工作内容、工作量和数量进行全面评价，并回顾已经取得的成就，并为下一个时期确定目标和目标。工作场所评估是确保员工继续正确工作的一项评估内容。工作场所评估有许多好处，因为它通常是雇主评估员工潜力、确定培训和职业规划以促进员工职业发展的手段。此外，它们还可以帮助雇主确定对员工表现的经济奖励激励。这种评估的好处是，一些员工经常与他们的经理和雇主谈论工作，他们可能认为没有必要建立正式的评估体系。虽然应该鼓励管理人员和工人之间的定期对话，但这在很大程度上将取决于个别管理人员的态度，如果没有正式的考评制度，有些人可能会忽视了解工人的工作情况。因此，考评制度可以带来好处，因为它可以通过确保雇主和雇员定期开会讨论工作表现和潜力来提高一致性。经验表明，这可以鼓励员工更好的表现。
澳洲人力资源作业代写:雇主对员工的评估
Since Garden depot is a service based organization, the management should deploy a customer service department. With this customer service department, they are able to analyze the customers need and requirement. Through client feedback and interaction, you can learn about what clients liked about the services provided and which areas you may need improvement in. Using customer service as a tool for continuous improvement often leads to customer satisfaction. It is the key performance indicator when measuring their success.Lastly, Garden Depot can also begin conducting formal appraisal system to monitor the employees’ job performance. Workplace appraisals actively involve employees understanding what is expected of them. By setting agreed objectives with your employer or line manager and then reviewing the results some weeks or months later, each employee is made responsible for their own performance. They are an opportunity to review strengths and weaknesses, to take an overall assessment of work content, loads and volume and to look back on what has been achieved already and to set goals and objectives for the following period. The element of an appraisal being used to ensure that the worker continues to do the job properly, there are many benefits to workplace appraisals as they are often the means by which employers review potential, and identify training and career planning to forward the career progression of the worker. Furthermore, they can also help employers to determine financial reward incentives for a worker’s performance. Benefit from this appraisal is that some employees talk about work with their managers and these employers often and may not see the need for a formal appraisal system. Although regular dialogue between managers and workers should be encouraged, much will depend on the attitudes of individual managers and, if there is no formal appraisal system in place, some may neglect to keep on top of how their workers are doing. An appraisal system, therefore, can bring benefits in that it can develop a greater degree of consistency by ensuring that employers and employees meet regularly to discuss performance and potential. Experience has shown that this can encourage better performance from employees.