Performance Management Plan

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Performance Management Plan
Devin D. Brown
HRM/531
January 14, 2015
Dr. Anita Young
Performance Management Plan
To: Trace Goldman, Manager, Atwood and Allen Consulting
From: Devin Brown
Date: January 14, 2015
Subject: Performance Management
Good Afternoon Traci, I will be developing a performance management framework for Mr. Stonefield of Landslide Limousine Service. There will be different topics to identify areas for amelioration and areas of prowess. Mr. Stonefield indicated in your conversation with him that Landslide Limousine will be at -$50,000 annual net revenue this year and is expecting to hire 25 new employees. It is important to emerge an action plan that maximizes execution and minimize employee turnover rate to 5 percent or less. In order to accomplish this, I will need to use identified topics to evaluate an overall performance management plan:
1. Alignment of the performance management framework to the organizational business strategy. It is important that performance evaluations are a part of the company’s performance management plan. Performance evaluations are a great instrument to help employees meet the company’s requirements. The information provided by performance evaluations is invaluable to employees and supervisors especially when making decisions concerning the company’s future. The information found in performance evaluations help employers fire, promote, transfer and train employees. Employees also benefit from evaluations because it provides them with feedback be it positive or negative, the employee can then correct the negative behavior and continue with the positive behavior.
2. Organizational performance philosophy Landslide Limousine is a company that will commit to the performance management system that rewards exceptional work performance. We are committed to coordinating performance efforts with employees and their supervisors and this will promote accurate evaluations and motivate employees. Managers, employees and consumers will collaborate to ensure performance planning, reviewing and expansion. This process is designed to help employees reach their goals.
3. The job analysis process you will complete to identify the skills needed by employees In order to complete a job analysis for Landslide Limousine we will need to look at the tasks performed by each employee according to job title. The process for completing a job analysis will include: the duties, tasks, and KSA’s required to perform the job adequately. Regulating certain job qualifications for each position will help assure to select the right candidates. Grasping the nature of the job and what is required in the position will form performance standards. A job analysis should include doing an analysis of a defined tasks needed if hired. For example, limousine drivers are expected to transport passengers to particular destinations. The nature of the job would be sitting for periods of time along with some lifting, knowing how to drive larger vehicles, and navigate to a particular destination. Deciding qualifications for each position consider the experience, education, and ability. Fashioning job descriptions will specify certain levels for particular positions. Identify critical skills and rate them. Determine if the skills are needed in the beginning or could evolve in time and develop job descriptions and job requirements.
4. Methods used for measuring an employee's skills
There are many techniques to gauge employee skills when coming to performance evaluations. One of the most effective tools is management by objective. It “relies on goal setting to establish objectives for the organization as a whole, for each department, for each manager within each department, and for each employee.” (Cascio, 2013) Managers and workers are encouraged to go over the objectives and agree on them in a timeframe as to when to accomplish the task. Being specific allows objectives to be measured in an attainable
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