澳洲代写论文

澳洲代写essay:四季酒店竞争力

澳洲代写essay:四季酒店竞争力
外部竞争
在最重要的外部业务方面是竞争力。悉尼的酒店在一个竞争激烈的市场上运营,许多公司都应该找到竞争对手。虽然有几家公司进行了详细的调查,以评估他们对其他酒店经营者的折扣和优惠(Lu,M.L.等,2009)。作为创造商业思想和服务的支撑,实施公司在优质客户服务,产品和运营能力方面的优势,以帮助留住客户(Allenby,B.1993)。
关键绩效指标(KPI)
关键绩效指标的表现必须是提供所需信息以帮助指导所需结果的表现。关键绩效指标的结果应该围绕公司进行,简化沟通,为分析和融合提供基础,并最终指导四季酒店(Colville,K.,and Millner,D。,2011)的各个层面。

澳洲代写essay:四季酒店竞争力
PMS内部关键领域需要改进
目前业绩衡量的各种问题与David Macklin酒店经理进行最后的讨论。特别是有观察发现,许多人员无意识地观察了PMS,或者认为它没有鼓舞,同时又缺乏对培训和技能发展的重视(Edwards,M和Ewen,A,2004)。而且,酒店会收到有关提供服务所需的时间和价格每年变化的投诉。批评不仅来自员工,也来自高层管理者(Miranda,S. 2004)。董事会质疑绩效管理体系是否将员工常规与公司的总体政策和目标正确联系起来,以及是否为高效率的员工提供了激励措施。这是一个适用的问题,必须分析我们公司PMS内的潜在问题。

澳洲代写essay:四季酒店竞争力

Among the most important external business aspect is competitiveness. The Hotel in Sydney operates in a competitive market with many major and the firm should locate the competition. While several firms carry out detailed investigation to evaluate their discounts and offerings to those of other hoteliers (Lu, M. L., et. al. 2009). As creating business ideologies and services, it is supportive to implement the company’s strong point in quality customer services, products along with operational competence to construction cut-throat benefits that help to retain customers (Allenby, B. 1993).
Key Performance Indicators (KPIs)
The performance of KPIs must be the one of presenting the needed information to help in directing towards the required outcomes. Key performance indicators outcomes should move around the firm, simplifying communication, offering a base for analysis and fusion and eventually directing across all levels of the Four Seasons Hotel (Colville, K., and Millner, D. 2011).

澳洲代写essay:四季酒店竞争力
Key areas for improvement within the PMS
Various issues with the present performance measurement were located in the last discussion with the David Macklin Hotel Manager. Particularly, it was observed that many personnel observe the PMS unconstructively or observe it as uninspiring while missing accent placed on training and skill development (Edwards, M and Ewen, A, 2004). Moreover, the hotel receives complaints concerning the lot of time it entails in providing services and the variation of prices from year to year. The criticism haven’t just come from the employees but have stemmed from top management too (Miranda, S. 2004). Board has questioned whether the performance management system properly links employee routine to the firm’s overall policy and objective and whether incentives are offered to the efficient employees. These are an applicable concern that has to analyse the underlying concerns within our company PMS.