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Dear students get fully solved assignments
Send your semester & Specialization name to our mail id :
“ help.mbaassignments@gmail.com ”
or
Call us at : 08263069601
(Prefer mailing. Call in emergency )
Cesim Hospitality is an interactive and fun learning environment that improves the participants' business competencies and employability on running a hotel and its restaurant.
Find out more here:
https://www.cesim.com/simulations/cesim-hospitality-hotel-restaurant-management-simulation-game/
Simulation Strategic Plan HR 304 Spring 2019Section 01800.docxjennifer822
Simulation Strategic Plan
HR 304 Spring 2019
Section 01
8:00-9:15 am
Group #4
Strategic Plan Budget Strategy
Our company has decided to give ourselves a smaller budget for the first quarter just in case we come across some bumps in the next 3 quarters. The first quarter we will decide on our options while trying to stay within budget and based on that analysis we will increase spending in areas that are not on target. We have an annual budget of $1.3 Million. In the first quarter we were originally giving ourselves a budget of $275,000 but for good reason went over to $290,000. For the next 3 quarters we have a budget of up to $336,000 each quarter give or take depending on any issues we may or may not come across. Increasing spending incrementally will leave room for improvement in problem areas.
For first quarter spending we have decided to focus on training . Having the right employees and proper training are important factors in any business and we hope focusing on these areas will improve performance and translate into higher profitability.
We are aiming to improve several of our KPI results in the first quarter. Productivity, wellbeing, and turnover are a huge concern. By improving these as well as other KPI statistics we will hopefully have a much more profitable bottom line. We will work to improve diversity and other areas with additional spending later on in the year.
Quarter 1 Practice Areas
Option #
Spending
Performance Appraisals
7
$30,000
Work-Life Balance
7
$60,000
Training
9
$75,000
Talent Management
8
$50,000
Compensation
2
$40,000
Selection
6
$35,000
Total
$290,000
Spending Analysis
Performance Appraisal-Option 7, Cost: $30,000.00
“Use results-oriented appraisals that focus both employees and managers on the impact of employees’ work, rather than on less relevant features; consequently, employee results tend to improve, with greater contribution to strategic goals.”
We chose the results-oriented appraisals for our company because we believe it will allow employees to significantly improve their results if they working towards a certain goal. Performance appraisals benefit not only the manager and employee but the overall company itself. It will give managers a chance to provide employees with positive feedback or constructive criticism. Employees will be able to know what they are doing well in and what areas they should be improving in and how to do so. Focusing our performance appraisals based off results will allow managers to compare the results alongside the goals that are set in the beginning for the employees. They will be able to pinpoint exactly the areas that need improving.
If our employees know exactly what goals are to be achieved in the beginning, they are more likely to accomplish those goals. The results will be measured to the objectives that were first given and employees will be able to determine if the goal was achieved or not.
Work/Life Balance-Option 7, Cost: $60,000
Programs to ma.
If you want a good appraisal, start planning right nowJump where
Everyone wants their career growth to be better along with the year of experience the possess. We are never satisfied with our present; Human tendency in fact. Yeah, am speaking about that raise in the number in your salary and that raise in the designation / position. Majority of us start worrying about appraisals in February or March which is the primary mistake we do during appraisals and the conclusion drawn is ‘change job’.
Visit https://jumpwhere.com for latest job openings and job tips.
5
Total Reward Strategy
Total Rewards Strategy
Team D
HRM/600
July 27, 2014
Professor Carlos Jon
Total Rewards Strategy
Success at Motors and More Inc. is largely attributed to our dedicated employees, which is also attributed to the Total Rewards Strategy currently used to entice our workers. According to World at Work Organization (n.d.), total rewards refers to, “all of the tools available to the employer that may be used to attract, motivate and retain employees.” These rewards entail all the factors that an employee would perceive to be generating value from the work that they offer to the firm.
We have adopted a Total Rewards Strategy that ensures the best workers are attracted. The Total Rewards Strategy is comprised of five elements, including; compensation, benefits, performance and recognition, work life and career, and development opportunities. Good! These elements provide organizational tools to generate value from our employees. We are committed in ensuring our employees get the best rewards so that they remain productive and focused on our vision which in turn benefits our organization. Additionally, we will implement lead-lead strategy for the next three years and re-examine where we stand afterward which also complements our strategic mission and business plan.
Compensation Strategy
According to World at Work Organization (n.d.), compensation refers to the “pay provided by an employer to an employee for services rendered”. Our employees deserve to be rewarded according to their performance, which is driven by their skills, talent, and productivity. The key to retaining the “most talented” workers in any successful organization is pay for performance and a strong compensation package. The core compensation elements for our workers are;
Base pay - also referred to as “fixed pay”. This compensation offered does not differ depending on the performance of our employees. Just as the name suggests, this is a fixed amount, and is determined depending on where our employees fall in the hierarchy. Illustrate the hierarchy An annual increase is automatic for all employees on a rate of 2% of their annual pay but not to exceed more than 5% of their annual basic pay. Automatic for all employees – management and non-management; and part-time as well?
Variable Pay - used to reward our employee’s performance. This is an excellent motivational tool which has been implemented to strengthen our worker’s performance. Variable pay is normally offered to our workers after they meet minimum length of service – 2 years for managerial levels and 4 years for non-managerial levels. Additionally, this reward is only given to those employees whose annual performance reviews indicates meritorious service or performance directly resulting to an innovation of any key products or accessories.
Short term Pay – also falls under variable pay where employees are rewarded annually according to their performance as indicated on t.
Employee Rewards Programs: The Formula for Successful RewardsTom Daly
Matt Lundy is co-owner of Rewarding Events & Incentives (REI), a full service incentive agency specializing in the creation and fulfillment of programs to motivate and reward employees, customers and distribution channels. for achieving specific goals. Rewarding Events & Incentives was recently announced as one of nine SBA award winners in Louisiana for 2009 .
A graduate of St. John’s University in NY, Mr. Lundy is very active in the local business community, serving on the Boards of both the Jefferson and River Region Chambers of Commerce, and is a member of HRMA New Orleans, the Louisiana Technology Council (LTC), the St. Charles Business Association and Entrepreneur’s Organization (EO).
The presentation will cover how you build a budget, common mistakes and how to avoid them, selecting the right reward option for your program and more.
Renewergy Recognition and Rewards ProposalSabina Leybold
As part of my Communication Management Lab capstone, four other students and I created an employee recognition and rewards program for our simulated company Renewergy. Along with collaborating on the program's specific elements, I primarily analyzed research on trends and best practices in employee recognition, designed our program's evaluation methods (including developing the survey), and creating the newsletter from writing content to designing layout with InDesign.
We have a lot of talent here in Octalysis Prime, and each Challenge we are impressed with your work. The level of submissions by our trusted veterans is now often so high that new Primers can feel intimidated to participate.
We also noticed that we’ve been focusing on one aspect of Gamification: Brainstorming.
There are many more important aspects of human-focused design: user research, analyzing, game looping, battle-planning, visual design... After all, a good idea only yield results if it’s implemented
in the right place, for the right people, in the right way. So, we decided to do something different.
For this Challenge you will produce a concise finished deliverable.
We have a lot of talent here in Octalysis Prime, and each Challenge we are impressed with your work. The level of submissions by our trusted veterans is now often so high that new Primers can feel intimidated to participate.
We also noticed that we’ve been focusing on one aspect of Gamification: Brainstorming.
There are many more important aspects of human-focused design: user research, analyzing, game looping, battle-planning, visual design... After all, a good idea only yield results if it’s implemented
in the right place, for the right people, in the right way. So, we decided to do something different.
For this Challenge you will produce a concise finished deliverable.
More Related Content
Similar to Octalysis Level 1 Certificate - Predrag Stefanovic - Duff.pdf
Cesim Hospitality is an interactive and fun learning environment that improves the participants' business competencies and employability on running a hotel and its restaurant.
Find out more here:
https://www.cesim.com/simulations/cesim-hospitality-hotel-restaurant-management-simulation-game/
Simulation Strategic Plan HR 304 Spring 2019Section 01800.docxjennifer822
Simulation Strategic Plan
HR 304 Spring 2019
Section 01
8:00-9:15 am
Group #4
Strategic Plan Budget Strategy
Our company has decided to give ourselves a smaller budget for the first quarter just in case we come across some bumps in the next 3 quarters. The first quarter we will decide on our options while trying to stay within budget and based on that analysis we will increase spending in areas that are not on target. We have an annual budget of $1.3 Million. In the first quarter we were originally giving ourselves a budget of $275,000 but for good reason went over to $290,000. For the next 3 quarters we have a budget of up to $336,000 each quarter give or take depending on any issues we may or may not come across. Increasing spending incrementally will leave room for improvement in problem areas.
For first quarter spending we have decided to focus on training . Having the right employees and proper training are important factors in any business and we hope focusing on these areas will improve performance and translate into higher profitability.
We are aiming to improve several of our KPI results in the first quarter. Productivity, wellbeing, and turnover are a huge concern. By improving these as well as other KPI statistics we will hopefully have a much more profitable bottom line. We will work to improve diversity and other areas with additional spending later on in the year.
Quarter 1 Practice Areas
Option #
Spending
Performance Appraisals
7
$30,000
Work-Life Balance
7
$60,000
Training
9
$75,000
Talent Management
8
$50,000
Compensation
2
$40,000
Selection
6
$35,000
Total
$290,000
Spending Analysis
Performance Appraisal-Option 7, Cost: $30,000.00
“Use results-oriented appraisals that focus both employees and managers on the impact of employees’ work, rather than on less relevant features; consequently, employee results tend to improve, with greater contribution to strategic goals.”
We chose the results-oriented appraisals for our company because we believe it will allow employees to significantly improve their results if they working towards a certain goal. Performance appraisals benefit not only the manager and employee but the overall company itself. It will give managers a chance to provide employees with positive feedback or constructive criticism. Employees will be able to know what they are doing well in and what areas they should be improving in and how to do so. Focusing our performance appraisals based off results will allow managers to compare the results alongside the goals that are set in the beginning for the employees. They will be able to pinpoint exactly the areas that need improving.
If our employees know exactly what goals are to be achieved in the beginning, they are more likely to accomplish those goals. The results will be measured to the objectives that were first given and employees will be able to determine if the goal was achieved or not.
Work/Life Balance-Option 7, Cost: $60,000
Programs to ma.
If you want a good appraisal, start planning right nowJump where
Everyone wants their career growth to be better along with the year of experience the possess. We are never satisfied with our present; Human tendency in fact. Yeah, am speaking about that raise in the number in your salary and that raise in the designation / position. Majority of us start worrying about appraisals in February or March which is the primary mistake we do during appraisals and the conclusion drawn is ‘change job’.
Visit https://jumpwhere.com for latest job openings and job tips.
5
Total Reward Strategy
Total Rewards Strategy
Team D
HRM/600
July 27, 2014
Professor Carlos Jon
Total Rewards Strategy
Success at Motors and More Inc. is largely attributed to our dedicated employees, which is also attributed to the Total Rewards Strategy currently used to entice our workers. According to World at Work Organization (n.d.), total rewards refers to, “all of the tools available to the employer that may be used to attract, motivate and retain employees.” These rewards entail all the factors that an employee would perceive to be generating value from the work that they offer to the firm.
We have adopted a Total Rewards Strategy that ensures the best workers are attracted. The Total Rewards Strategy is comprised of five elements, including; compensation, benefits, performance and recognition, work life and career, and development opportunities. Good! These elements provide organizational tools to generate value from our employees. We are committed in ensuring our employees get the best rewards so that they remain productive and focused on our vision which in turn benefits our organization. Additionally, we will implement lead-lead strategy for the next three years and re-examine where we stand afterward which also complements our strategic mission and business plan.
Compensation Strategy
According to World at Work Organization (n.d.), compensation refers to the “pay provided by an employer to an employee for services rendered”. Our employees deserve to be rewarded according to their performance, which is driven by their skills, talent, and productivity. The key to retaining the “most talented” workers in any successful organization is pay for performance and a strong compensation package. The core compensation elements for our workers are;
Base pay - also referred to as “fixed pay”. This compensation offered does not differ depending on the performance of our employees. Just as the name suggests, this is a fixed amount, and is determined depending on where our employees fall in the hierarchy. Illustrate the hierarchy An annual increase is automatic for all employees on a rate of 2% of their annual pay but not to exceed more than 5% of their annual basic pay. Automatic for all employees – management and non-management; and part-time as well?
Variable Pay - used to reward our employee’s performance. This is an excellent motivational tool which has been implemented to strengthen our worker’s performance. Variable pay is normally offered to our workers after they meet minimum length of service – 2 years for managerial levels and 4 years for non-managerial levels. Additionally, this reward is only given to those employees whose annual performance reviews indicates meritorious service or performance directly resulting to an innovation of any key products or accessories.
Short term Pay – also falls under variable pay where employees are rewarded annually according to their performance as indicated on t.
Employee Rewards Programs: The Formula for Successful RewardsTom Daly
Matt Lundy is co-owner of Rewarding Events & Incentives (REI), a full service incentive agency specializing in the creation and fulfillment of programs to motivate and reward employees, customers and distribution channels. for achieving specific goals. Rewarding Events & Incentives was recently announced as one of nine SBA award winners in Louisiana for 2009 .
A graduate of St. John’s University in NY, Mr. Lundy is very active in the local business community, serving on the Boards of both the Jefferson and River Region Chambers of Commerce, and is a member of HRMA New Orleans, the Louisiana Technology Council (LTC), the St. Charles Business Association and Entrepreneur’s Organization (EO).
The presentation will cover how you build a budget, common mistakes and how to avoid them, selecting the right reward option for your program and more.
Renewergy Recognition and Rewards ProposalSabina Leybold
As part of my Communication Management Lab capstone, four other students and I created an employee recognition and rewards program for our simulated company Renewergy. Along with collaborating on the program's specific elements, I primarily analyzed research on trends and best practices in employee recognition, designed our program's evaluation methods (including developing the survey), and creating the newsletter from writing content to designing layout with InDesign.
Similar to Octalysis Level 1 Certificate - Predrag Stefanovic - Duff.pdf (20)
We have a lot of talent here in Octalysis Prime, and each Challenge we are impressed with your work. The level of submissions by our trusted veterans is now often so high that new Primers can feel intimidated to participate.
We also noticed that we’ve been focusing on one aspect of Gamification: Brainstorming.
There are many more important aspects of human-focused design: user research, analyzing, game looping, battle-planning, visual design... After all, a good idea only yield results if it’s implemented
in the right place, for the right people, in the right way. So, we decided to do something different.
For this Challenge you will produce a concise finished deliverable.
We have a lot of talent here in Octalysis Prime, and each Challenge we are impressed with your work. The level of submissions by our trusted veterans is now often so high that new Primers can feel intimidated to participate.
We also noticed that we’ve been focusing on one aspect of Gamification: Brainstorming.
There are many more important aspects of human-focused design: user research, analyzing, game looping, battle-planning, visual design... After all, a good idea only yield results if it’s implemented
in the right place, for the right people, in the right way. So, we decided to do something different.
For this Challenge you will produce a concise finished deliverable.
The OP Design Challenges provide an opportunity to put your Octalysis skills into practice. Watching the videos and interacting with other Primers and the OP Team on Slack is a good start, applying your knowledge will truly take your skills to the next level.
The focus for this challenge will be on implementing existing brainstorming in high fidelity wireframes.
This challenge is based on an Octalysis Group project done for BitDegree, the world’s first blockchain- powered online education platform. Watch their 2017 Launch Video to get an idea about what BitDegree aims to achieve.
Most ‘Massive Open Online Courses’ have a 10-16% completion rate. After the design of the Octalysis Group (by Joris and Sabrina) was implemented, BitDegree now has a 50% completion rate, a 400% increase in course completion in 3 months.The OP Design Challenges provide an opportunity to put your Octalysis skills into practice. Watching the videos and interacting with other Primers and the OP Team on Slack is a good start, applying your knowledge will truly take your skills to the next level.
The focus for this challenge will be on implementing existing brainstorming in high fidelity wireframes.
This challenge is based on an Octalysis Group project done for BitDegree, the world’s first blockchain- powered online education platform. Watch their 2017 Launch Video to get an idea about what BitDegree aims to achieve.
Most ‘Massive Open Online Courses’ have a 10-16% completion rate. After the design of the Octalysis Group (by Joris and Sabrina) was implemented, BitDegree now has a 50% completion rate, a 400% increase in course completion in 3 months.
The OP Design Challenges provide an opportunity to put your Octalysis skills into practice. Watching the videos and interacting with other Primers and the OP Team on Slack is a good start, applying your knowledge will truly take your skills to the next level.
The focus for this challenge will be on implementing existing brainstorming in high fidelity wireframes.
This challenge is based on an Octalysis Group project done for BitDegree, the world’s first blockchain- powered online education platform. Watch their 2017 Launch Video to get an idea about what BitDegree aims to achieve.
Most ‘Massive Open Online Courses’ have a 10-16% completion rate. After the design of the Octalysis Group (by Joris and Sabrina) was implemented, BitDegree now has a 50% completion rate, a 400% increase in course completion in 3 months.
The OP Design Challenges provide an opportunity to put your Octalysis skills into practice. Watching the videos and interacting with other Primers and the OP Team on Slack is a good start,
applying your knowledge will truly take your skills to the next level.
The focus for this challenge will be on implementing existing brainstorming in high fidelity wireframes.
This challenge is based on an Octalysis Group project done for BitDegree, the world’s first blockchain- powered online education platform. Watch their 2017 Launch Video to get an idea about what BitDegree aims to achieve.
Most ‘Massive Open Online Courses’ have a 10-16% completion rate. After the design of the Octalysis Group (by Joris and Sabrina) was implemented, BitDegree now has a 50% completion rate, a 400% increase in course completion in 3 months.
The OP Design Challenges provide an opportunity to put your Octalysis skills into practice. Watching the videos and interacting with other Primers and the OP Team on Slack is a good start,
applying your knowledge will truly take your skills to the next level.
The focus for this challenge will be on implementing existing brainstorming in high fidelity wireframes.
This challenge is based on an Octalysis Group project done for BitDegree, the world’s first blockchain- powered online education platform. Watch their 2017 Launch Video to get an idea about what BitDegree aims to achieve.
Most ‘Massive Open Online Courses’ have a 10-16% completion rate. After the design of the Octalysis Group (by Joris and Sabrina) was implemented, BitDegree now has a 50% completion rate, a 400% increase in course completion in 3 months.
Book Formatting: Quality Control Checks for DesignersConfidence Ago
This presentation was made to help designers who work in publishing houses or format books for printing ensure quality.
Quality control is vital to every industry. This is why every department in a company need create a method they use in ensuring quality. This, perhaps, will not only improve the quality of products and bring errors to the barest minimum, but take it to a near perfect finish.
It is beyond a moot point that a good book will somewhat be judged by its cover, but the content of the book remains king. No matter how beautiful the cover, if the quality of writing or presentation is off, that will be a reason for readers not to come back to the book or recommend it.
So, this presentation points designers to some important things that may be missed by an editor that they could eventually discover and call the attention of the editor.
Hello everyone! I am thrilled to present my latest portfolio on LinkedIn, marking the culmination of my architectural journey thus far. Over the span of five years, I've been fortunate to acquire a wealth of knowledge under the guidance of esteemed professors and industry mentors. From rigorous academic pursuits to practical engagements, each experience has contributed to my growth and refinement as an architecture student. This portfolio not only showcases my projects but also underscores my attention to detail and to innovative architecture as a profession.
You could be a professional graphic designer and still make mistakes. There is always the possibility of human error. On the other hand if you’re not a designer, the chances of making some common graphic design mistakes are even higher. Because you don’t know what you don’t know. That’s where this blog comes in. To make your job easier and help you create better designs, we have put together a list of common graphic design mistakes that you need to avoid.
Between Filth and Fortune- Urban Cattle Foraging Realities by Devi S Nair, An...Mansi Shah
This study examines cattle rearing in urban and rural settings, focusing on milk production and consumption. By exploring a case in Ahmedabad, it highlights the challenges and processes in dairy farming across different environments, emphasising the need for sustainable practices and the essential role of milk in daily consumption.
Transforming Brand Perception and Boosting Profitabilityaaryangarg12
In today's digital era, the dynamics of brand perception, consumer behavior, and profitability have been profoundly reshaped by the synergy of branding, social media, and website design. This research paper investigates the transformative power of these elements in influencing how individuals perceive brands and products and how this transformation can be harnessed to drive sales and profitability for businesses.
Through an exploration of brand psychology and consumer behavior, this study sheds light on the intricate ways in which effective branding strategies, strategic social media engagement, and user-centric website design contribute to altering consumers' perceptions. We delve into the principles that underlie successful brand transformations, examining how visual identity, messaging, and storytelling can captivate and resonate with target audiences.
Methodologically, this research employs a comprehensive approach, combining qualitative and quantitative analyses. Real-world case studies illustrate the impact of branding, social media campaigns, and website redesigns on consumer perception, sales figures, and profitability. We assess the various metrics, including brand awareness, customer engagement, conversion rates, and revenue growth, to measure the effectiveness of these strategies.
The results underscore the pivotal role of cohesive branding, social media influence, and website usability in shaping positive brand perceptions, influencing consumer decisions, and ultimately bolstering sales and profitability. This paper provides actionable insights and strategic recommendations for businesses seeking to leverage branding, social media, and website design as potent tools to enhance their market position and financial success.
Can AI do good? at 'offtheCanvas' India HCI preludeAlan Dix
Invited talk at 'offtheCanvas' IndiaHCI prelude, 29th June 2024.
https://www.alandix.com/academic/talks/offtheCanvas-IndiaHCI2024/
The world is being changed fundamentally by AI and we are constantly faced with newspaper headlines about its harmful effects. However, there is also the potential to both ameliorate theses harms and use the new abilities of AI to transform society for the good. Can you make the difference?
2. The Gallup.com study, which covered 142 countries, showed that only 13% of employees feel attached to the organization in which they work. The same
study showed that as many as 24% of employees cultivate a negative mood, creating a negative atmosphere, to the extent that they even sabotage all the
constructive efforts of the organization. The question is how to be competitive with a quarter of the toxic workforce within an organization.
In Serbia, where I actually live and work, the situation is very similar to that described in Gallup's study. The reasons are numerous, so on this occasion I will
single out the most important ones. Young people in Serbia see every job as temporary, because many see their opportunity for higher earnings and better
working conditions in highly developed western countries. This often happens, so we have low motivation, a high level of fluctuation and a low level of
employee competencies. At the company level, this further results in a decline in quality and lower revenue.
The gamified platform that I will present to you solves the problem of motivation of restaurant staff with a focus on their productivity and achievement of
personal goals. Independent of other activities of the company, the application monitors exclusively the efforts of employees in all operational processes
of the restaurant and rewards their personal contribution to the growth of the company.
Worker Productivity = # of customers * (revenue per customer – food cost) / # of workers
By implementing entertainment in work processes, in fact, by encouraging intrinsic and extrinsic motives, we move workers further towards goals in
combination with classic reward programs. The main prize is the opening of a franchise in partnership with workers. Thus, we create an environment in
which workers become significantly more engaged and motivated in all restaurant processes. They have a clear path of development and the opportunity
to achieve through entrepreneurship and good performance as entrepreneurs and stay to live and work in their country.
For this project, I chose a local restaurant chain, DUFF. They are a very popular brand in Serbia, have 15 restaurants and employ over 300 workers.
The primary goal is to include a larger number of restaurants of different brands in this system, with the goal of uniting them into one universal ecosystem,
which will enable all workers within that system to be properly measured, spoted and adequately rewarded.
12. NAME EXPLANATION CD
Points Experience points(labor driven + status points): A worker receives XP points based on the hours worked in a particular job position. The number of XP points
earned per hour of work depends on the volume of work (# products sold) and the number of workers in the shift. Performance driven points: Gold - are obtained
depending on the achieved results. By achieving the best result in a specific category, or by breaking through the company plan. We use Gold to unlock higher
levels of education, activating boosters and other benefits within the platform. Exchangeable points: Coins - Through their work and commitment, workers win
coins. The number of coins they can win depends on the level of training, the height of the position in the hierarchy and the XP points earned. Coins are
exchanged for real money and other values in the system. Social points - Lucky points: Once a week, workers can give their colleagues Lucky points. The
number of points they can give is limited. Lucky Points are used by workers to neutralize or reduce work shortages. E.g.: In case up to 5% of the plan is missing,
then workers can pool all their Lucky Points to make up for the shortfall.
2,3,4,6
Level Up Workers are advancing vertically and horizontally. By collecting a sufficient number of Experience points (xp), workers progress horizontally: Grill master level I ...
level II, Salesman level I ... level II, etc. To progress vertically, it is necessary to reach the second level at each workstation, and you also need points that are
obtained thanks to performance in work, as well as certification of acquired knowledge at the internal academy. E.g.: New worker, trained worker, flor manager,
supervisor, restaurant manager, business partner.
2, 3
Attribute Web
Chart
As a worker progresses, he develops in several directions, creating a set of skills that give him greater benefits in the system.
2,3,4,5
Supervisor
Quest
All restaurants in the chain compete with each other for the results achieved in several different categories. The staff of each restaurant has its own name and
coat of arms. In that competition, the supervisors are the attackers. When the Floor manager reaches the highest level, it unlocks the supervisor option and
receives training for that function, which it performs once a week. His goal is to visit other restaurants in the chain and find irregularities in their work, thus
lowering their rating on the leaderboard. He thus wins extra gold points for himself, and the restaurant where he works provides a better position on the
leaderboard. E.g.: - Find the expired food; - Find a worker with a dirty uniform; - Find a list that does not match in 3 different restaurants. - find a surplus /
shortage in the product. Etc. At the end of each month, the workers in the restaurant with the best result receive a special incentive, or otherwise, a reduction in
salary.
1,2,5,7
Leaderboard The leaderboard is multidimensional. Workers compete in several different categories and thus collect points. E.g.: Best average sales per customer of the
month; Most French fries sold; Best traffic Monday ... Etc. 2,5,8
Beat the
mystery
shopper
Mystery shoppers are professional buyers hired by the company. Mystery Shopper visits each restaurant once a week in three different shifts. He evaluates the
overall service of the restaurant. A negative assessment affects the worker's result at the end of the month. In the case of a bad grade that has several levels,
the worker may be denied promotion for a certain period of time, points may be deducted, or both. However, every time a sales plan is reached, the workers
receive a part of the message, which completes the information after seven days when and at what time the mystery shopper will arrive. At that moment, they will
be maximally prepared and will receive the best grades.
2,6,7,8
Waste Quest It is unlocked when a worker becomes a floor manager or restaurant manager. The manager can create a task / challenge, with the aim of getting rid of some
raw materials before the expiration date. For example. Sell 20kg of chicken meat by the end of the day. If the challenge is won, everyone who participates gets
lucky points. Otherwise, waste loss is created.
2,3,5,8
13. Badges
(Achievement
Symbol)
After graduating from the academy, the worker received a certificate. For greater achievements, achieved victories and records, the worker received recognition
on his profile. At the end of each year, the company issues an official certificate of achievement for each worker. E.g.: Sold over 10,000 milkshakes; Best seller
for the month of May ... Etc.
2,4,5,6
Entrepreneur
quest
When the worker passes the basic training, he gets a virtual restaurant that slowly assembles and installs the equipment necessary for work. The more complex
the restaurant, the greater the benefits. E.g.: One random hour during the shift in which he works realizes 3% of the turnover on the sale of french fries (he has a
fryer), burgers (he has a grill) ... etc. How many hours they will charge and what percentage, it depends on the improvement of the kitchen elements and the
restaurant itself. The total amount is affected by costs. E.g.: Possible gain 500 usd. A window for monitoring the stat minus opens, which if it is not in the
prescribed norm, loses everything. If he breaks the plan in that period, he also unlocks 3 products that give him special bonuses of 10, 30 and 50%, and he has
to choose only one. When a win appears on the screen, he needs to answer a quiz related to that product, such as how many grams of cheese goes into a
stuffed burger, 50, 100, 30g. When the worker reaches the level of floor manager, he unlocks the option my menu, where he can create his three original
products, which he can place to his customers and earn extra coins. He can change the menu once a month and he needs gold for that. The restaurant is
upgraded with gold.
2,3,4,6,7
,8
Mystery Box The Mystery Box (chest) opens after every working day(8h). Wooden - The first three months of work, Silver - after 3 months of work, Gold - after 12 months of
work and Diamond - after 3 years of work. The Mystery box provides pieces of the puzzle that, when assembled, give real values. (Meal from restaurant menu,
laptop, mobile, exotic travel, company car ... etc.)
7
Collection Set
(Prize Pacing)
Workers collect pieces of the puzzle by opening a mystery box (chest), achieving a sales record or a series of victories. Prizes can be theater tickets, mobile
phones, summer vacations, etc... 2,4,6
Training &
Trading
The coaches observe the worker they have trained and, depending on his results, receive incentives and rewards. Restaurants can loan and trade workers with
each other. The performances of all workers are on the trading list. At the end of the year, managers offer better financial conditions to attract better workers,
provided that the worker agrees. During the trade, the benefits are realized by the worker who moves to another restaurant and the coach who trained him. It is
possible to trade only three workers a year.
2,4,5,6
Progress Bar Progress bar training - shows how much is left until the end of the training to move to the next level; Progress bar thermo block, food preparation, waiter, etc ...
Progress bar revenue - shows how much sales need to be achieved on a daily and monthly basis to achieve the sales plan. 2,6
Under
Construction
Construction site shows how much more profit needs to be made from all restaurants to open a new one. The manager who collected the most points becomes
the co-owner of the restaurant. The twenty workers who contributed the most to the opening of the new restaurant from the very beginning receive a special
award. In the second year after opening the restaurant, they receive 1% of the total income. They are joined by the five workers who received the most social
points (Lucky Points) from their colleagues in that period. The percentage may be increased depending on their current results. Also, all workers who have been
in the company for three years and longer participate in the lottery. The ten happiest receive 5% of the total income for the first month of operation of the new
restaurant.
2,4,5,6,7
,8
Grab the
thread
Creating a streak in the achieved results activates the wheel of fortune. The longer the series (5,10,20 ...), the more valuable the rewards. If the streak is
interrupted, it can be cured with Lucky points. E.g.: Correct inventory of goods, realized sales plan, Correct and clean equipment ... Etc. 2,4,7,8