Landslide Limousine Service Case Study

In order for Landslide Limousine Service to have success in their business, strategic performance is necessary within the framework of management. The business should be successful if the performance management plan aligns completely with the business strategy. Mr. Stonefield has identified the course in which he plans to take his business and has identified his expectations. To help the company define the skills needed by its workers it must have a strong organizational philosophy as well as a strong job analysis. It is important for Landslide Limousine Service to establish a method of identifying and measuring employees skills, skill gaps, and establishing ways to provide feedback to its employees. Atwood & Allen Consulting will be
Stonefield identified he wished to open his limousine service in Austin, Texas. The main goal for Mr. Stonefield is to provide first class transportation options for various customers by providing a unique limousine service with attention to every detail in its service. There is an anticipated net revenue for the first year of $50,000, and is expected to have a 5% increase in net revenue within the next few years. There is also an estimation of a 10% turnover rate. According to Atwood & Allen, the short term and long term goals are very realistic for the first few years. By creating the performance management framework, Landslide Limousine Service will establish a base in which the company will align its goals in creating employee loyalty, and setting the financial growth of the company. The structure of the business strategy must consist of effective employee skills, methods to measure skills performance, concentrate on skills gaps, and effective employee feedback. This will create proper communication between employees and management. Creating an environment where employees are comfortable approaching management with concerns can reduce mistakes which could result in customer being dissatisfied with the limousine service. Lastly, communication can also assist with identifying and correcting any problems with equipment which could reduce cost and will maximize the customers
Employees appreciate advice and positive coaching to help improve mistakes. According to How to Deliver Effective Performance Appraisals, the author explain different steps for effective performance appraisals: establish an appraisal method, effective eye contact, start with negative feedback end with positive suggestions, set new goals, have an open dialogue with the employee, explain if the employee is a candidate for promotion or raise. The first step is important because the method is selected to provide effective feedback. Two examples are the 360-degree feedback appraisal and self-evaluation for employees to share thoughts and ideas. At the interview, it is crucial to maintain good eye contact to develop trust from both sides and show respect. Body language is important because it can show attitude or negative feedback. It is important to start with negative feedback to end with positive observations and set realistic goals for the next time period. In addition, it 's important for management to focus on the employee and his related job and not combine personal feelings or emotions into the feedback. During the feedback is important to have open dialogues to allow the employees to share his or her opinions and ideas. It is important for management to share decisions made by upper level management on behalf of the