Assignment on bar company PDF

Canopy is a bar company which has been operating in Illford for 7 years
specializing Alfakir and Egyptian foods and smoking option. Company provides a
warm as well as sophisticated atmosphere for mature customers. Company has a
strict policy of not allowing entrance to anyone under age. Company always
strive enhance the experience of its customers. I did not have much years of
experience before entering internship. I felt that I had excellent negotiation as
well as listing skills.
As assistant manager I was in charge of enhancing brand image of the
company. Ensuring health and safety I was also maintained. Assisting senior
Accountant ant in cash flow maintains. Ledger development and Cost budget
creation.
Performance appraisal
Introduction
There are many research takes place in the field of performance appraisal area.
There are many methods are widely seen for the appraisal of the employees
performance. The success of an organization is totally depended on the
performance of the employees. The performance level may vary based on the
objective of the organization. The performance appraisal methods are under go
changes and alteration based on the requirement that take place in the work
culture of the organization. The performance appraisal system is being a part of
HRM the department of human resource gives at most attention to the process of
performance appraisal (DorotaKlop-Sowinska, 2019).
The advantages of performance appraisal
There are various advantages to the process of performance appraisal because it
helps to place the right employee in the right place and the team members will

work towards the objective of the organization. If the employee is potentially high
and performance level is high there will be wide chances for the employees to
improve their grade and earn according to that only with the help of performance
appraisal process. There are various types of performance appraisal process but
the reward and grads are the common performance appraisal result. The
performance appraisal system boost the company to make more profit and help
to find out the talented employees who can contribute much more for the
wellbeing of the company. The employees will not remain lazy but they will be
responsible towards their duties (Wynne, 1997).
Methods of performance appraisal
The performance appraisal is a traditional concept so that there are various
methods were in practice from the time immemorial. Some of the traditional
methods that used of performance appraisal are confidential report about the
employees, field review method about the employee, essay method, graphic scale
method, critical incidents method, checklist method, forced choice method,
grading system based on the performance, forced distribution method, paired
comparison and ranking method. The research in the field of performance
appraisal introduced a few methods. Some of the modern methods for the
performance appraisal are cost accounting methods for performance appraisal,
360-degreee performance appraisal, assessment centers to assess the
performance of employees against the organization’s performance standard.
Behavior anchored rating scales is a modern performance appraisal tool and
another modern tool is Management by objective (MBO). The changes in the
traditional and the modern methods are only the technical support. Now the
performance appraisal can easily tract with the support of computer and the
communication process is faster. The greatest advantages of modern tools of
performance appraisal are that the personal revenge/interest cannot be in the
performance evaluation of employee. In the old and modern appraisal system
aims to make the employee to contribute their maximum to the company and
appraisal to the employees will be in the form of grading, promotion, appreciation
and monitory benefit (Lynch, 2018).

Different steps in the process of performance appraisal
There are mainly six different steps to make sure the process of performance
appraisal take place in a systematic way. The core purpose of performance
appraisal is nothing but to improve the performance level of the employees in an
organization to meet the objectives as early as possible. In the primary step of
performance appraisal the management will make sure they discuss the standard
performance level to the company and if necessary many companies take the
initiative to provide them the training because the companies will be using
various system for their internal activities which should be familiarize to the
newly joined employees and in the second step the employees will be receiving
achievable target which should be achieved each period of time as per the
instruction of the company. In the third stage the company takes the parameters
to assess the performance of the employees to know the potential and suitability
of the employee to the organization. In the fourth step the employees
performance compare each other so that the company can come to a conclusion
that the best performers and the under performers. In the fifth step the company
communicates the evaluation with the employees to know the feedback from the
employee. In the last stage the company takes the corrective action in case of
necessary or the steps for appraisal. In the process of performance appraisal the
supervisor and the mangers have got crucial role and the systematic and
consistent approach is the only one effective way to practice in an organization
(Caroli, 2001).
Conclusion
The performance appraisal is necessary in an organization because the
performance appraisal make the organization fit to achieve its goal. The
productivity and the competency of employees as well as the company are purely
based on the performance. The appraisal programs always improve the
productivity and competency. To take personal decision the performance
appraisal system is very much useful. The staff management is possible in a better
way if the performance appraisal implement effectively in the organization. The

better evaluation about the performance of the staffs indicates the required time
that needed to achieve the goal (Grote, 1996).
Company’s performance appraisal
The performance appraisal of our firm has four major components. It works as a
cycle and the components are expectations, measuring and evaluation, feedback
and record. The company first defined the expectation to the employees so that
the employees will get the expectation of the company. In our organization a
scaling approach is still followed although more good performance appraisals
have emerged. In the rank card there is excellent to bad several traits are shown
in that based on this manager take against each trait but we have choose rating
scale approach because it is simples not costly and any number of time. Base on
the points general in the rating sector meeting are arranged with HR manager.
The company measures the performance of the employees and makes an
evaluation to communicate to the employees. Before company officials
communicate evaluation report to the employees there will be a meeting with the
supervisors and with the top level management. Along with the feedback to the
employees the company takes the initiative to record all kind of performance
(Thorpe and Holloway, 2008).
Leadership
Introduction
The leadership is a skill to lead the people towards the goal of an institution. The
leadership skill needs various qualities. A good leader always knows the need of
people who follow him. Each organization recommends different type of
leadership style to meet the requirement of the company. The leadership is a skill
which demands a lot of qualities and the leaders should be a person to influence
the team members with the personality. The leadership demands the qualities
like, honesty, foreseeing capacity, good communication, better analysis etc. good
leadership always lead the team to success. The literature tries to through light to