HR Performance Management Plan

Topics: Management, Employment, Human resource management Pages: 11 (1584 words) Published: April 28, 2014

Performance Management Plan

Phase One:

“Performance management is a series of activities designed to ensure that the organization gets the performance it needs from its employees,” according to the Mathis text (319). It should effectively communicate to managers and employees the standards for performance and the organizations goals.

Key Performance Areas
Entry-level Positions-
#3 Warehouse Associate
#4 Human Resources Assistant
#8 Mail-Room Coordinator
These employees will be provided with a job description likely at their interview, and if not at their orientation, which will provide the basic framework for their position within the company. Then, in more detail, they will discover the specific expectations, tasks and goals of their position during the training process. These details will be provided orally through training and also through training documents that will be made available to them at all times in digital form. These will include the day to day tasks, the purposes of such tasks, and the appropriate steps to complete them successfully. Before leaving the training program, each employee will meet with their direct supervisor regarding the skills and lessons learned. They will discuss the employee’s level of readiness, the immediate goals of the department, and the important role the employee’s position takes in the organization. This will also be a great opportunity for the employee to ask any questions before assuming their position without an official training presence. If need be, additional training can be provided at this point. They will also be provided details about the performance assessments to be administered throughout their employment and the purpose of such evaluations. The employee will take part in the traditional 30, 60 and 90 day reviews that are described later in the plan, and will also be prompted by supervisors for their thoughts on furthering their careers within the company. They will have the opportunity to share any further skill development opportunities that they would like to pursue through internal training or external workshops. Mid-level Positions-

Marketing Manager
Shipping and Receiving Manager
Director of Marketing
Executive Positions-
Director of Logistics
Director of Sales and Staff
IT Director
The employees taking on these mid-upper level positions are likely already aware of the tasks and goals they are soon going to be asked to meet once running at full-speed in their positions. With the exception of some employees who might be hired from a lower position within the company, they have experience in supervising others and achieving success to have reached this level. They will need to be briefed during orientation and training as to the specific goals of the company within their department, or many departments, and strive to achieve them by their own drive and self-sufficiency. These employees will be provided with data describing the past and current performance in areas such as sales, marketing costs, shipping costs, rates for inventory turnover etc. and will be required to maintain or improve such figures. They will be in coordination with other supervisors and departments throughout their employment and will take part in bi-weekly meetings with their co-supervisors and/or executive members. At this point they can discuss recent progresses and failures as a group to help determine the appropriate steps in moving forward. Group discussions and brain-storming will help reveal actions that are successful in meeting the company’s current goals and provide opportunities for presenting new ones. Review Process

All reviews below the executive level will be executed by the employee’s direct supervisor. A performance review form will be filled out for the employee by their supervisor at 30, 60 and 90 days of employment. During these introductory reviews, a special form will be used to determine the...

References: Mathis, Robert & Jackson, John, (2011) Human Resource Management (13th ed.). Mason, OH: South-Western Cengage Learning
Q Insights. (n.d.). Qualtrics Employee Satisfaction Survey Questions 3 Sample Templates You Can Use Today Comments. Retrieved April 1, 2014, from
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