netrashetty
Netra Shetty
Biggby Coffee (pronounced Big-Bee) is a privately owned coffee franchise business based in East Lansing, Michigan. Founded March 1995 as Beaner's by Bob Fish and Mary Roszel, the first location opened its doors in East Lansing near the campus of Michigan State University on March 15, 1995, in a former Arby's.
Biggby began franchising in 1999. As of September 2010, Biggby Coffee had 118 stores in Alabama, Florida, Georgia, Illinois, Indiana, Michigan, Ohio, South Carolina, and Wisconsin.
The company headquarters is located at 2501 Coolidge Road, East Lansing, Michigan.
Performance Measurement System
Strengths:
Though the management claims that their Performance Measures are congruent to strategies, reliable and acceptable but they emphasized that the main strengths of their systems are the validity and specificity.
Validity:
The performance measurement systems used at are valid. As stated by the management, the core job areas extensively. They are not only aligned with the company’s strategic objectives but are also free from deficiency. Contamination is acceptable as a few things extra from the actual job requirements are expected.
Specificity:
The performance measure used at has a very high specificity because it guides the employees as to where they lack and how can they improve.
Motivation
As we know is highly aware of how to motivate its employees in the best way. This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a well-devised system that follows for the purpose of motivation. It includes both financial and non-financial rewards along with the major Motivators and Dissatisfies.
The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. other ways in which employees are motivated are:
Employee Consultation for:
• Everyday residence issues (remodeling, repairs, house-sitting, etc.).
• Legal matters.
• Financial issues
• Education and schooling.
• Parent and child care.
• Resources for seniors and eldercare issues
• Emergency dependent-care reimbursement.
• Adoption assistance.
Employees are safe in knowing that they will be rewarded for any exceptional work. This reward is not only monetary. It is accompanied by the employee being given recognition and greater empowerment. Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why offices are considered to be the most well decorated and organized. As we know has a desire to promote the high achievers from with in the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees
he onset of the information technology age brought about a variety of software application designed to make large scale business operations easier. One of the most popular among them was the Human Resources Management System, or HRMS. Over the last fifteen years, HRMS’s have become an almost indispensable tool for corporations of all sizes, yet the technology to perform a comprehensive series of crucial HR related functions from one application has only recently been perfected. HRMS’s have evolved to include a myriad of highly specialized tasks, many of which had only been available as separate software applications. Having the ability to manage all aspects of human resources, from time and attendance to payroll and labor distribution from one application has proven to be a valuable commodity in the business world.
The initial cost of implementing an HRMS can be costly, however, the average annual maintenance for even the largest systems is often within the realm of the annual salary for one human resources department employee. Software developers such as Sage have created HRMS’s that are built upon modules, allowing businesses to purchase only what they require while having the option to expand at a later time, should the need arise.
The process of finding, developing, coordinating, keeping track of and paying employees becomes more complicated as a business expands. HRMS’s allow for a centralized human resources management department, no matter how geographically widespread or large a corporation becomes. Of course, HRMS’s can’t replace the human element necessary for making some HR related decisions, but they can simplify the quantifying determinants for most while allowing for fewer HR employees. In addition, HRMS’s can perform standard HR functions with ease while supplying reporting results in a format customizable to each business’ individual needs.
Biggby began franchising in 1999. As of September 2010, Biggby Coffee had 118 stores in Alabama, Florida, Georgia, Illinois, Indiana, Michigan, Ohio, South Carolina, and Wisconsin.
The company headquarters is located at 2501 Coolidge Road, East Lansing, Michigan.
Performance Measurement System
Strengths:
Though the management claims that their Performance Measures are congruent to strategies, reliable and acceptable but they emphasized that the main strengths of their systems are the validity and specificity.
Validity:
The performance measurement systems used at are valid. As stated by the management, the core job areas extensively. They are not only aligned with the company’s strategic objectives but are also free from deficiency. Contamination is acceptable as a few things extra from the actual job requirements are expected.
Specificity:
The performance measure used at has a very high specificity because it guides the employees as to where they lack and how can they improve.
Motivation
As we know is highly aware of how to motivate its employees in the best way. This can be judged by the enthusiasm and good spirit that people show in performing their jobs. There is a well-devised system that follows for the purpose of motivation. It includes both financial and non-financial rewards along with the major Motivators and Dissatisfies.
The company recognizes the importance of making people drive towards their goals and the basic step towards this is made through recognizing the value of importance that the company gives to its employees. has a set of financial rewards, medical, dental, vision and life insurance, retirement plan, paid vacation days, family and work life balance benefits and profit sharing plan, Annual bonus opportunities, company cars etc. other ways in which employees are motivated are:
Employee Consultation for:
• Everyday residence issues (remodeling, repairs, house-sitting, etc.).
• Legal matters.
• Financial issues
• Education and schooling.
• Parent and child care.
• Resources for seniors and eldercare issues
• Emergency dependent-care reimbursement.
• Adoption assistance.
Employees are safe in knowing that they will be rewarded for any exceptional work. This reward is not only monetary. It is accompanied by the employee being given recognition and greater empowerment. Employees are given a very beautiful and healthy work environment. Special attention is given to make the physical environment most productive. This is why offices are considered to be the most well decorated and organized. As we know has a desire to promote the high achievers from with in the company. Positions are given on merit and are transparent and fair in nature. There is no special treatment. Therefore each employee knows that he can aim for the top and actually get there. This has proved to be a great source of motivation for the employees
he onset of the information technology age brought about a variety of software application designed to make large scale business operations easier. One of the most popular among them was the Human Resources Management System, or HRMS. Over the last fifteen years, HRMS’s have become an almost indispensable tool for corporations of all sizes, yet the technology to perform a comprehensive series of crucial HR related functions from one application has only recently been perfected. HRMS’s have evolved to include a myriad of highly specialized tasks, many of which had only been available as separate software applications. Having the ability to manage all aspects of human resources, from time and attendance to payroll and labor distribution from one application has proven to be a valuable commodity in the business world.
The initial cost of implementing an HRMS can be costly, however, the average annual maintenance for even the largest systems is often within the realm of the annual salary for one human resources department employee. Software developers such as Sage have created HRMS’s that are built upon modules, allowing businesses to purchase only what they require while having the option to expand at a later time, should the need arise.
The process of finding, developing, coordinating, keeping track of and paying employees becomes more complicated as a business expands. HRMS’s allow for a centralized human resources management department, no matter how geographically widespread or large a corporation becomes. Of course, HRMS’s can’t replace the human element necessary for making some HR related decisions, but they can simplify the quantifying determinants for most while allowing for fewer HR employees. In addition, HRMS’s can perform standard HR functions with ease while supplying reporting results in a format customizable to each business’ individual needs.