1. You are assigned the task of developing a performance measurement system in your operation. What information would you need to establish the system? What steps would you take to create and implement the system? What concerns would you have about the validity or reliability of the system?

A performance measurement system's primary objectives are to give a fair assessment of an employee's contribution to the company, generate reliable appraisal paperwork to safeguard both the worker and the business and achieve high quality in the activities accomplished (silo, 2021). To develop a performance evaluation system, the company should have a well-set procedure of carrying out activities, the expected outline with a specific timeline and all details about their employees. Below are the processes involved in creating a performance measurement system.

1. Create an evaluation form. Performance assessments should carry out their evaluations reasonably, systematically, and objectively to safeguard your staff's interests and preserve a company's practice from legal risk. One method for ensuring consistency is to use a uniform assessment form for each examination. The form that the company utilizes should only address the most important components of work performance.
2. Identifying Performance Measures. Standardized performance metrics, which enable one to assess employees' activity properly, can decrease the amount of work and stress associated with filling out the assessment report.
3. Setting Guidelines for Feedback. Performance assessments are all about receiving feedback (silo, 2021). So, before you put your performance review system in place, ensure that every person performing evaluations understands what kind of feedback to offer, how to deliver it, and how to obtain it back from the employees.
4. Creating termination and disciplinary protocols. In some cases, despite conducting evaluations and discussions with employees on improvements, some still deliver poor results. In such cases, the evaluation system should outline actions to undertake.

Choosing a score format for the evaluation is a significant factor that determines the reliability of the system. Before deciding on the specific structure, the developers should conduct sufficient research.

2. Organizations have a significant concern related to customer service and customer satisfaction. Why are organizations stressing customer satisfaction? What would you do to determine the level of happiness the customers have with your function? Provide steps in the process and how you would use the results.

Customer satisfaction has a lot of impacts on business profitability. By buying various products and services from the companies, provide a source of income and profit and enable the companies to produce more (Patel, 2020). Customer satisfaction results in the repurchase of products, loyalty to the brand. When customers are satisfied, they also tend to share their experience with other potential buyers, thus increasing the number of customers and, therefore, its profitability. The most common method used to determine customer satisfaction is carrying out surveys. Below are the steps involved in the process;

1. Defining Business Objectives. Acknowledging client expectations is a critical factor in determining client satisfaction, and the goal should be to upgrade the quality of customer services.
2. Creating an extensive plan to measure consumer satisfaction. The following essential part of measuring customer satisfaction is proper planning (Patel, 2020). At this point, one identifies the target customers based on various factors such as demographics. Based on these factors, one may determine when and how to engage the customers in the process.
3. Preparation of Customer Satisfaction Survey Questionnaires. It is an essential part of determining customer satisfaction. The company must carefully choose the questions they ask their customers, and the questions might be in line with the goods and services the specific company offers. They must also be direct to increases the accuracy level of the feedback.
4. Selecting the appropriate communication channel. The next step is to identify a proper channel to reach the customers. The chosen medium must be easily accessible to the target customers and should be comfortable to use (Patel, 2020). These channels may be live chat surveys, email surveys and many others.
5. Collect and analyze the feedback. It is the final step. The company should carefully analyze all the feedback from their consumers. It will enable them to identify the concerns raised by their customers and thus address them immediately and ensure a smooth and outstanding customer experience.

3. Training employees is essential for organizations to ensure productivity. If you are given training for a new process, what would you do to ensure the training provides what the employees need to perform the new job? How would you know if you were successful in your efforts?

Every company recognizes the advantages and values of training its workforce. Well trained and skilled forces result in much work productivity and employee satisfaction (explorance, 2021). One should use the following step to develop practical training for a new process within a facility.

1. Assessing organization training requirements. The initial stage in creating a training program is to determine the need (explorance, 2021). In most cases, these employees need are always available with the human resource departments or even employees development plans.
2. Set company's training objectives. Assessing the training need helps one identify the gap in the existing employees' skills. After knowing the gap in the employee skills, the trainer may then learn how to bridge these gaps and improve on the existing skills.
3. Create a comprehensive action plan for training: The next task is to create a complete action plan incorporating learning approaches, instructional strategies, curriculum, resources, and other training aspects.
4. Implementing training initiatives: This is the stage at which the training program usually starts. Companies must select whether they conduct their training in-house or outsourced. The training initiative is then formally introduced and executed. To determine that the program is effective, trainers should track the employees' progress.

After the training, the trainers should then examine the entire activity to determine its success (explorance, 2021). All participants must provide their feedback to determine the training's effectiveness. Assessing this data together with an employee performance evaluation will allow the organization to identify any program shortcomings.

4. Human limitations have an impact on job design, equipment, processes, etc. What are human rules? How do they impact work? Why must you be aware of the issue of limitations? What are the implications of limitations on expected job performance?

Human limitations are the constraining and impediment conditions and the obstructing factors that impede and compromise human capabilities to attain their goals. These are the barriers that prevent people from accomplishing their ambitions, executing successfully, and increasing efficiency.

Human limitations can be both physical, mental and even in terms of skills. Physical disabilities limit our speed and diversity in handling duties. For instance, lacking sufficient skill may result in an employee poorly executing an assignment. Various limitations affect employees' confidence and self-esteem and thus their performance. Companies should acknowledge these limitations and provide the necessary support to increases the productivity of the employees.