Week 4 Performance Management Plan

Topics: Performance appraisal, Employment, Management Pages: 5 (1746 words) Published: May 3, 2015
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 administering and providing this vital information for the success and performance enhancement of Landslide Limousine Service. The performance management plan will ensure business success with no lost revenue, and income stability, and within target. Framework for business strategy

In prior communications with Atwood and Allen, Mr. 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 experience. Organizational Performance Philosophy

In order to establish a strong strategic performance management framework, Landslide Limousine Service needs to identify the organizational performance philosophy. In order to compete within the existing competitive market in Austin, Texas, the business philosophy has to be built with a strong emphasis on excellent customer service. To build a positive reputation in the market, employees must look professional, and comply with all the rules and regulation to insure the customer experiences a safe ride. The organizational performance philosophy is the company’s values about how management is going to direct employees to accomplish goal to succeed the organizational performance. “Transporting clients efficiently and safe is our satisfaction” is a possible philosophy phrase that Landslide Limousine can use as a marketing strategy. The idea of the philosophy is to build trust within employees and customers within the company to retain loyalty and confidence within the service. Once the customers trust has been obtained, Landslide Limousine Service must continue to work hard to maintain the trust. Creating monthly surveys can assist with identifying areas were the organization can improve. In addition, the sales representatives should have meetings with the clients at least every quarter (if not sooner) to build a relationship with clients. This relationship can help with better aligning the services provided with customers...

References: El-Shishini, H. (2001, December 13). Integrating Financial and Non-Financial Performance Measures. Retrieved April 27, 2015, from http://cours2.fsa.ulaval.ca/cours/gsf-60808/bsc.pdf
How to Become a Certified Limousine Driver in Austin, Texas. (2012, September 5). Retrieved April 27, 2015, from http://en.netlog.com/diannarosemary/blog/blogid=11780256
Cascio, W.F. (2013). Managing Human Resources (9th ed.). New York, NY: The McGraw-Hill Companies Inc, Retrieved from University of Phoenix eBook Collection database. Workplace Training, Chapter 8.
Duggan, Tara (2014). How to Develop a Skill Gap Analysis. Demand Media: Chron. Retrieved from: http://smallbusiness.chron.com/develop-skill-gap-analysis-39872.html
Balle, Louise (2014). How to Deliver Effective Performance Appraisals. Demand Media: Chron. Retrieved from: http://smallbusiness.chron.com/deliver-effective-performance-appraisals-23603.html
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