Week 4 Team D
Team D
Week Four Reflection
HRM/531
February 2, 2015
Brittany Yohn, Terri Cephus, Audrey Donoghue
Week Four Learning Team Reflection
This week Team D collaborated on our individual performance management plans for Mr. Stonefield’s limousine service company. We used the information that we received from the correspondence between Traci and Mr. Stonefield which stated that he would like to open a small limousine service with intents to have twenty-five employees, with a turnover rate of 10%. Mr. Stonefield has also predicted a -$50,000.00 annual net revenue for the first year, and a 5% increase over the next couple of years. In order to meet these expectations, team D discussed the importance of the business strategy. We all agree the performance management framework should align with the business strategy. Team D also agrees that the organizational philosophy’s top concerns are customer satisfaction , demonstration of high level professionalism from the employees, and a reflection of high class transportation service. All of the group members reach the same conclusions as far as the importance of evaluating, assessing, and delivering feedback. Team D came to a consensus that constant communication and the value of feedback where the most key points in our plans . We also discuss the job analysis process and the importance of determining what each position entails. Because we know from our readings in class and what we have researched, the employee needs to know exactly what is expected from them in their job position in order to succeed. If you want the employee’s performance to excel, they must receive clear and concise directions. This week, team D reviewed the requirements for performance management, define performance, facilitate performance and encourage performance. Team D also discussed how we could approach these three requirements. After bouncing several ideas off each other, we concluded to define the performance by the job analysis,
Week Four Reflection
HRM/531
February 2, 2015
Brittany Yohn, Terri Cephus, Audrey Donoghue
Week Four Learning Team Reflection
This week Team D collaborated on our individual performance management plans for Mr. Stonefield’s limousine service company. We used the information that we received from the correspondence between Traci and Mr. Stonefield which stated that he would like to open a small limousine service with intents to have twenty-five employees, with a turnover rate of 10%. Mr. Stonefield has also predicted a -$50,000.00 annual net revenue for the first year, and a 5% increase over the next couple of years. In order to meet these expectations, team D discussed the importance of the business strategy. We all agree the performance management framework should align with the business strategy. Team D also agrees that the organizational philosophy’s top concerns are customer satisfaction , demonstration of high level professionalism from the employees, and a reflection of high class transportation service. All of the group members reach the same conclusions as far as the importance of evaluating, assessing, and delivering feedback. Team D came to a consensus that constant communication and the value of feedback where the most key points in our plans . We also discuss the job analysis process and the importance of determining what each position entails. Because we know from our readings in class and what we have researched, the employee needs to know exactly what is expected from them in their job position in order to succeed. If you want the employee’s performance to excel, they must receive clear and concise directions. This week, team D reviewed the requirements for performance management, define performance, facilitate performance and encourage performance. Team D also discussed how we could approach these three requirements. After bouncing several ideas off each other, we concluded to define the performance by the job analysis,