HRM 531 Performance Management Plan

Performance Management Plan
Team “A”
HRM/531
March 31, 2013
Donald Kilgore
University of Phoenix
Performance Management Plan
Performance management is an integral part of an organization. The ability to effectively and efficiently manage employee performances plays a vital role in the company’s overall success. Employers must strategically incorporate a performance management system that will engage and develop their employees and assist them in reaching goals that align with their organization’s objectives. It will be imperative that a new business invests the time and resources in implementing a performance management system within their company.
The assignment was given to group “A” to develop a performance management
Managers can determine this by using these elements: assessment, goals, and performance measurement systems. Facilitating performance is like a checklist for a manager. The manager makes sure that supplies are available and tools and equipment are functioning properly. The focus is not to let there be any roadblocks to hinder the project. Facilitating performance management may cause problems at times because the manager hands are tied if the supplies are not available due to weather conditions, for example. The principle of encouragement consists of the rewards a manager offers employees for outstanding performance or a team for completing a task in a timely manner. A manager needs to practice the ins and outs of the principle reasoning for performance management because there is a different between a performance management plan and a performance appraisal
Real time performance management allows managers to measure, correct, and reward in a timely manner. Appraisals done often are much more useful than an appraisal done once or twice a year. Frequent appraisals allow managers and employees to compliment and encourage good work as well as correct trends that should be stopped right away.
The value of an accurate job analysis is immense as a starting point for the performance management plan. The analysis allows the hiring manager to pick out applicants who have the needed skills by describing duties, qualifications, and the nature of the work. Later the analysis becomes the tool that both employer and employee can refer to when it is time to rate the job performance.
The method used for measuring the employees’ skills must be relevant, sensitive, reliable, acceptable, and practical. Team “A” has selected the behavioral checklist as the process of measuring performance because it meets the five requirements. The checklist is relevant if all the obvious skill sets are listed. If the checklist is used fairly, the employees can see clearly that their hard work is evident as opposed to the work of someone who slacks