Performance Management Plan

Topics: Management, Employment, Strategic management Pages: 7 (1501 words) Published: May 31, 2015


Performance Management Plan
Carlos G. Ortiz
HRM/531
May 18, 2015
DR. Pat Fitzgerald
Performance Management Plan

TO: Traci Goldman, Manager, Atwood and Allen Consulting

FROM: Carlos G. Ortiz

DATE: May 18, 2015

SUBJECT: Performance Management Plan

Hello Traci,

In response to your request to develop a performance management framework to recommend to our client Landslide Limousine, I put together some recommendations taking under consideration all the bullet points you asked me to address. This performance management plan will identify areas in which Landslide Limousine needs to improve as well as areas in which they can take advantage of their expertise. After listening to your conversation with Mr. Stonefield from Landslide Limousine is my understanding that Mr. Stonefield expects a $50,000 annual net revenue for this year. In addition, he is still planning on employing 25 employees and conduct business in the city of Austin, TX. Performance management is an ongoing process of communication between a supervisor and an employee that occurs throughout the year, in support of accomplishing the strategic objectives of the organization (Berkeley HR, 2015). Therefore, we are going to provide Mr. Stonefield the proper guidance that will help him become a better business owner and a better employer. Here are the areas you asked me to address:

Alignment of the performance management framework to the organizational business strategy. In regards to the alignment of the performance management framework to the Landslide Limousine business strategies, our recommendation is to utilize performance appraisals to assist Mr. Stonefield achieve the goal he set for his business. Performance appraisals serve as a tool to provide business owners and managers with essential information that will allow them make smart decisions for the future of the business. In addition, performance appraisal help employees improve their overall performance and helps employees reach their full potential. These performance appraisals provide the data needed to identify if an employee needs more training, if the employee could be a possible manager candidate or if the employee is a liability for the organization and he don’t need to be a part of the team. Another suggestion is having immediate supervisors conduct self-appraisals with their employees and have customer provide feedback after utilizing the Landslide Limousine services to evaluate the employee’s performance. Immediate supervisors have a closer relationship with the employees and are familiar with the employee’s performance. Nevertheless, it does not hurt to listen to the customer’s feedback. Self -appraisals give the employee the opportunity to rate themselves in regards to their job performance (Cascio, 2013). In addition, self-appraisals gives the managers and employees an opportunity to feel as if they were part of the performance appraisal process. Customer feedback is useful input for employment decisions, such as promotion, transfer and training needs (Cascio, 2013). Organizational performance philosophy

Landslide Limousine organizational performance philosophy is to be committed to provide its employees with innovated performance management systems that will allow them to perform at the highest level in the industry. Landslide Limousine management is committed to provide great leadership and mentorship to ensure their performance as managers is also aligning with the performance efforts they expect from the employees. In addition, another performance philosophy at Landslide Limousines is to continuously complete customer satisfaction reviews, ensuring their limousine service is consistent. Lastly, Landslide Limousine services is fully committed to assist their employees accomplish their personal and organizational goals. These philosophies will ensure the success of this great organization. Job Analysis

According to Business...

References: Berkeley HR. (2015). Performance management definition. Retrieved from http://hrweb.berkeley.edu/guides/managing-hr/managing-successfully/performance-management/concepts
Job Responsibilities. (2014). Limo driver job responsibilities. Retrieved from http://www.jobresponsibilities.org/limo-driver.html
  Business Dictionary. (2015). Job analysis. Retrieved from http://www.businessdictionary.com/definition/job-analysis.html
Houston Chronicle. (2015). How to develop a skill gap analysis. Retrieved from http://smallbusiness.chron.com/develop-skill-gap-analysis-39872.html
Houston Chronicle. (2015). How to deliver effective performance appraisals. Retrieved from http://smallbusiness.chron.com/deliver-effective-performance-appraisals-23603.html
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