Hrm/531: Performance Management Framework

Performance Management Framework

Tamika Hall

HRM/531

October 5, 2015

Charles Sherman

TO: Traci Goldman, Manager, Atwood and Allen Consulting

FROM: Tamika Hall

DATE: October 5, 2015

SUBJECT: Performance Management Framework-Landslide Limousines

Hello Traci,

I will be putting together some recommendations based on your current business strategy for Landslide Limousine Company to increase performance. I will be looking at the different topics to come up with a performance management plan the company will use to identify areas for improvement.  I know Landslide Limousine will be at a -$50,000.00 in expected revenue for the first year and is planning on 25 new employees. It is imperative to come up with a plan to maximize performance by 5% in the next for years and minimize turnover rate to 10% or less.  In order to do this, I will need to look at the topics listed to define the companies overall performance management plan:

Alignment of the Performance Management Framework

The performance appraisal process is shunned by many organizations, small and large.  The overall objective to performance appraisal is employee development.  This goal is accomplished by helping the employee to do better by discovering their knowledge and skills to meet the future needs of the company.  Some factors to consider in developing a performance appraisal process is to establish an employee file.  The organization should have a file tracking employee’s accomplishments, areas of improvement, and to provide regular feedback.  Regular feedback should occur at least once each quarter and more frequently if an employee needs encouragement or motivation. Management by objective (MBO’s) are used for an employee with defined goals-they should be reviewed quarterly to track progress.  Through the evaluation of MBO’s changes should be made if there is no progression.  Also, appraisal meetings should be conducted to go over the performance areas evaluated.  After, the performance appraisal meeting, follow-up action should take place.  During the follow-up, the evaluator should note any areas of improvement and establish goals for the next year.

Organizational Performance Philosophy

         Landslide Limousine is committed to performance management system that compensates excellent performance.  The process outlined is intended to improve individual and organizational performance.  Employees and managers will mutually establish goals and expectations that are specific, measurable, and attainable.  The company will promote the success of the employee, upper management, and the organization overall.  

Job Analysis

        A job analysis is a process to identify and determine in detail the particular job duties and responsibilities for a given profession.  Determining the key duties of each position will set the standard and categorize them within the company.  Also, defining certain job qualifications for each position will help ensure the selection of the appropriate candidates.  Understanding the nature of the job, the expectations of the position will summarize the performance standards. This will eliminate any confusion for the employee in receiving high standards when it comes to performance management.  For example, the nature of the job for limousine drivers are to chauffeur clients to a particular destination. This will require the individual to sit for periods of time along with some lifting.  The driver may be accessed in knowing how to drive larger vehicles, and have knowledge or local areas and streets.  In determining qualifications for limo/chauffeur, experience, education, and ability must be taken in consideration.  The creating of job descriptions will specify certain standards for a particular position. As mention in the nature of the job, sitting for long periods of time should be included in the job description.  The driver should understand vehicle maintenance and up-keep will be their responsibility.  Also, other elements that should be stated is some lifting required, processing payments, warm and friendly personality, and knowledge of the local area.  Outlining job requirements will help in the evaluation process of each driver.