Performance Management Memo
Merav Nissim
HRM/531
March 12, 2015
James Scholes
Performance Management Plan
Memo
To: Bradley Stonefield- Landslide Limousine
From: Merav Nissim
Date: March 17, 2015
Re: Performance management plan
Traci, here is the performance management framework that you asked for, which I recommend to Landslide Limousine.
Alignment of performance management framework
Alignment of performance management is the state in which the total company is working together to accomplish business goals. Achieving alignment encompass a top-to-bottom metamorphosis, in which leadership conveys goals and assumptions and every person has an comprehension of what is probable and what they must do to forward the organization. Prior to retaining a entirely aligned workforce, …show more content…
Progress of goals should be done on a regular basis and be reviewed to make sure if corrective action is necessary. Committing to regular monitoring, is the next step. This requires that monitoring and discussion of daily achievements should be executed on a regular basis, goals should be significant and if necessary, re calibrated. By committing to regular monitoring, this will motivate employees. The next step that should be followed is, linking learning to performance, which is when workers are capable to increase their skill set and influence private and specialized goals. This will help workers to greater comprehend business priorities and what skills are essential to attain them The next step is ensuring strong leadership,and being able to sell it to the organization. This step will allow a greater likelihood of developing a plan that …show more content…
M. (2015). Job Analysis. Want to Know about Job Analysis- and What It Does for You. Retrieved from http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm
http://www.prenhall.com/desslertour/chapter3.pdf
Job Analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? . (2012). Retrieved from http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx
Job Analysis. (2013). Retrieved from http://dlc.erieri.com/index.cfm?fuseaction=textbook.chpt10
Mayhew, R. (2015). The Three Types of Methods Used to Measure Performance. Retrieved from http://smallbusiness.chron.com/three-types-methods-used-measure-performance-23612.html
Miller- Merrel, J. (2015). 5 Steps for Identifying an Organizational Skills Gap. Retrieved from http://blog.eskill.com/identify-organizational-skills-gap/
McNamara MBA PhD, C. (n.d.). Organizational Performance Management- Evaluating and Improving Organizations. Retrieved from http://managementhelp.org/organizationalperformance/index.htm
Performance Appraisal. (2014). Retrieved from
HRM/531
March 12, 2015
James Scholes
Performance Management Plan
Memo
To: Bradley Stonefield- Landslide Limousine
From: Merav Nissim
Date: March 17, 2015
Re: Performance management plan
Traci, here is the performance management framework that you asked for, which I recommend to Landslide Limousine.
Alignment of performance management framework
Alignment of performance management is the state in which the total company is working together to accomplish business goals. Achieving alignment encompass a top-to-bottom metamorphosis, in which leadership conveys goals and assumptions and every person has an comprehension of what is probable and what they must do to forward the organization. Prior to retaining a entirely aligned workforce, …show more content…
Progress of goals should be done on a regular basis and be reviewed to make sure if corrective action is necessary. Committing to regular monitoring, is the next step. This requires that monitoring and discussion of daily achievements should be executed on a regular basis, goals should be significant and if necessary, re calibrated. By committing to regular monitoring, this will motivate employees. The next step that should be followed is, linking learning to performance, which is when workers are capable to increase their skill set and influence private and specialized goals. This will help workers to greater comprehend business priorities and what skills are essential to attain them The next step is ensuring strong leadership,and being able to sell it to the organization. This step will allow a greater likelihood of developing a plan that …show more content…
M. (2015). Job Analysis. Want to Know about Job Analysis- and What It Does for You. Retrieved from http://humanresources.about.com/od/jobdescriptions/g/job_analysis.htm
http://www.prenhall.com/desslertour/chapter3.pdf
Job Analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? . (2012). Retrieved from http://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx
Job Analysis. (2013). Retrieved from http://dlc.erieri.com/index.cfm?fuseaction=textbook.chpt10
Mayhew, R. (2015). The Three Types of Methods Used to Measure Performance. Retrieved from http://smallbusiness.chron.com/three-types-methods-used-measure-performance-23612.html
Miller- Merrel, J. (2015). 5 Steps for Identifying an Organizational Skills Gap. Retrieved from http://blog.eskill.com/identify-organizational-skills-gap/
McNamara MBA PhD, C. (n.d.). Organizational Performance Management- Evaluating and Improving Organizations. Retrieved from http://managementhelp.org/organizationalperformance/index.htm
Performance Appraisal. (2014). Retrieved from