Landslide Limousine Performance management plan Essay Example for Free

landslip Limousine Performance management plan scum bagvassStonefield is starting up a new limousine business with 25 employee, located in Austin, Texas. The proceeding management plan is the starting point or a map for the company to delineate and achieve the desire outcome they want for their employees and their guest. The company wants to maximize its goal through its murder management plan. the mathematical process framework alone with the strategies of the business will developed an organizational performance philosophy, performed job analyses to identify necessary expertnesss needed by employees, identified methods for measuring employees skills, developed a work on for addressing skill gaps, and developed an approach for delivering effective performance feedback to employees. Performance management plan should always be use as a tool for a business to run smooth. The performance management framework with the strategies of the business According to Cascio (2013), at a general level, the broad process of performance management requires that you do three things well define performance, facilitate performance, and encourage performance.The managers at landslip mustiness en convinced(predicate) that all(prenominal) and every employee lie with what is expected of them. They must have goals that are sustainable. The goals that are set must make the company successful (Cascio 2013). Managers must facilitate performance by eliminating roadblocks. They must provide all the right resources, tools and instruction. With that being said they must also hire the right employees in other words hire the right fit. You cant have an employee with a bad driving record driving for a limo service, so you have do a background determine just one example. Every employee like the last one, encourage performance, managers should always encourage employees in some kind of way, show them how they are appreciated. According to Cascio (2013), wear downt bother offe ring rewards that nobody cares about, like a gift certificate to see a fortune teller. Ifyou are good to your employees they will be good to you. Show them you care.Organizational performance philosophyThe philosophy of Landslide Limousine will be to utilize the max efficiency and the effectiveness of each employees performance and furthermore to facilitate communication between the employees and their supervisors, according to University of California, Berkeley (2014), employees at all levels are responsible for actively communicating with their supervisors about their performance, winning an active role in planning their development, being accountable for their actions, and continually striving for excellence in their performance. Supervisors are responsible for training and making sure that the employees have the right tools to carry out the mission or job. They have to make sure the job is done right. They have to make sure the customer are taking care of. The job analysis proc ess to identify necessary skills needed by employees According to Cascio (2013), Performance standards translate job requirements into levels of pleasing or unacceptable employee behavior.Job analysis identifies what is to be done. Job analysis information can be gathered in a variety of ways, Landslide Limousine will be using all combinations of method. The observation is one method which is limited to only so many jobs. The interview method is company information which requires an interview with every employee. This should be easy to do since he is starting off with only 25 employees. The interview method should focus on how the employees is performing each job. The major duties of the position. Are there is jobs physical demands. This method can be time very consuming unless it will help Landslide Limousine identify necessary skills needed by employees. The last method is the Questionnaires. This method is widely used it tells management where training is needed, what is going right, what is wrong and what need improving. It can be a very detail long and complicated process.Methods used for measuring the employees skillsI would recommend Landslide use the Behavior-oriented rating methods and results-oriented rating method for measuring the employees skills. Managers should conduct ride-a-long with each driver to observe their behavior and to rate their skills against others. The manager should document theobservation. Mangers should always provide feedback in a timely manner. It should be taken to improve employee performance. According to Cascio (2013), behavior-oriented rating methods focus on employee behaviors, either by comparing the performance of employees to that of other employees or by evaluating each employee in terms of performance standards without reference to others.The results-oriented rating method is another great method to use. The company of necessity to have a way to do customer survey. Customer service is one of the most important s kills that should be measured constantly. According to Cascio (2013), results-oriented rating methods break through primary emphasis on what an employee produces dollar volume of sales, number of units produced, and number of wins during a baseball season are examples. In other word a limo driver will be rated on how well his/her skills are with customer service. They are being rating and measured at all times. attend to for addressing skill gapsWhen addressing skill gaps it should be communicated on a daily basic but in a more formal way during the Performance evaluation. It should identify the areas that need improvement, a performance improvement plan (PIP) can be put in place. This is the opportunity for an employee that do not have all the skill to succeed to receive the appropriate training that he/she did or didnt have. When addressing area for improvement communication is the key between managers and employees.Approach for delivering effective performance feedbackAccording to Cascio (2013), before giving feedback, getting training in performance appraisal interviewing, planning to use a problem-solving approach rather than tell -and-sell, and support subordinates to prepare for performance-feedback interviews, is important. Also, while giving feedback, each manager should be encouraging subordinates to participate by being specific, being an active listener, setting mutually lovable goals for future improvements, avoiding destructive criticism, and judging performance and not soulfulnessality and mannerisms. Lastly, after the feedback is communicated, each manager should periodically assess progress toward goals and make organizational rewards particular on performance. If Landslide Limousine needs to make sure they that provide these before,during, and after feedback activities, these activities can help better the performance of each and every person that Landslide employ.ConclusionHaving a good Performance plan before starting business is alway s a great beginning. You need a stepping infernal region to hire the right employee and to put the right people in the place. Providing them with the right tools make for a successfully business and satisfied customer.ReferencesCascio, W. F. (2013). Managing Human Resources (9th Ed.). New York, NY The McGraw- cumulation Companies, Inc. University of Berkley. (2014). Berkley HR. Retrieved from http//hrweb.berkeley.edu/about/philosophy/performance-management What is Human Resource? (2015). Retrieved from http//www.whatishumanresource.com/job-analysis-methods