Performance Management Plan for Landslide Limousine Service

Performance Management Plan for Landslide Limousine Service

Michelle L. Wade

HRM/531

February 1, 2016

Dennis Cashman

Hello Mr. Stonefield,

At the request of Traci Goldman with Atwood & Allen Consultants, I have been assigned to assist you with the information you will need to prepare a Performance Management Plan for your company Landslide Limousine Service. According to your voicemail, you are starting out with 25 employees and will be conducting business in the city of Austin Texas. You have given information to Traci that you have and you are expecting $50,000 annual net revenue within the first year. You have also forecasted your potential revenue growth at 5% annually, and have anticipated your employee turnover rate at 10%. Does this cover everything you discussed with her so far?

If you have any further questions please let either Traci or myself know at We will determine your needs and assist you with either the resources, answers, or both.

Establishing any new business has several levels of pre-opening structuring that must first be met and accomplished, as we have discussed over the past few weeks. We must now focus our attention to performance management, and the hurdles that it can encompass. When completing this plan, it is important to include employee job skills, the methods used for measuring these skills, the process for addressing skills gaps, and the approach for delivering effective performance feedback. Here is a definition: “Performance plans are formal processes by which you can set the guidelines and standards expected of your employees, gauge their success in fulfilling those requirements and develop ways to improve” (Ray, 2016).

This can be done in several ways so you must also decide on the best approach for your type of business. Some examples are provided below.

Behavioral checklist – this is a listing of certain standards that an employee needs to develop to be a diligent worker. This method is considered favorable as the evaluation is done on the basis of individual employee performance without comparisons.

360 Degree appraisal - Involves feedback of the manager, supervisor, team members and any direct reports.

Management by objective - In MBO method of performance appraisal, manager and the employee agree upon specific and obtainable goals with a set deadline.