PERFORMANCE STRATEGY ANALYSIS 5
The second step of the analysis is the collection of data and information. It usually
focuses on the creation of skills inventory to identify the knowledge and skills to improve the
performance of the company. The interpretation of data and information as well as making
recommendations is critical in promoting communication, teamwork, and leadership (Brannon,
& Wiklund, 2016). The final step implemented in the skills gap analysis is the preparation of
training plans to determine the key skills gaps in the inherent climate. Training professionals are
involved in the creating of curricula using labor resources.
The performance evaluation of Starbucks defines the performance appraisals used by the
company to determine the performance of the employees. Starbucks was determined to use 360-
degree feedback approach in promoting the performance of the employees. The performance
evaluation approach depends on the various sources of data and information including the
customers, employees, peers, and supervisors among others. The benefits of the feedback method
are to improve training and developmental programs to promote the performance of the
employees in the long run. However, the disadvantage of the approach does not demand efforts
and time conduct a proper evaluation of the employee performance.
Ways of Measuring Employee Performance
Starbucks's ways of measuring employee performance are through conducting of
performance appraisal. The company conducts performance appraisal in two phases, firstly,
evaluating the job performance and the sharing of feedback with the company’s employees. For
example, Starbucks uses customer comment card to measure the performance of the employees
in the job positions. Customer comment card comprises of customer survey questions responded
by the customers on their views on the employees' performance and the products. The approach
is usually a good strategy for measuring the performance of the employees (Wilden, et a., 2013).