Advantages and disadvantages of catering waiter assessment

1. The evaluation error is reduced and the evaluation result is relatively effective.

Because the main body of the assessment is diversified, the assessment results are relatively fair and it is much easier for employees to accept. One appraiser does not keep his word, but it is impossible for multiple appraisers to keep their word together.

2. It can make employees feel that enterprises attach great importance to performance management.

Let multiple subjects participate in the assessment to mobilize the personnel and resources of many departments, which will help employees to participate in and realize the importance of the assessment from the overall performance management driving force.

3. It can motivate employees to improve their overall quality and ability.

At present, the elements of assessment may also be diversified, which requires higher comprehensive quality of employees. To achieve good assessment results, all aspects should be strict with themselves. It is conducive to promoting the all-round and rapid growth of employees and improving the overall level of human resources in enterprises.

Disadvantages:

1. Cost is higher.

Because the whole assessment involves a large number of human resources and other resources, and the cycle is long, time costs and work losses are bound to exist, so the total explicit and implicit costs are relatively high. Many enterprises are unwilling to adopt this assessment mode for the convenience and convenience of assessment.

2. Because of the emphasis on comprehensive assessment, there are high qualitative components and few quantitative components.

We say that reflecting the performance of a department or an employee depends on the specific quantitative performance to a certain extent, while the qualitative assessment is subjective, so we say that there are more quantitative indicators than qualitative indicators in the assessment to truly reflect the performance level.

3. There will be some unfairness due to the different number and nature of posts in various departments.

It is very simple. The assessment results of departments with small departments and few external contacts are definitely different from those of large departments, and the assessment results of daily work and external contacts may also be very different. Due to the number and limitations of the assessment objects, there are some deviations in the assessment results, which we should also pay attention to.