Landslide Limousine Performance management plan Essay Example for Free

Landslide Limousine Performance management conception EssayStonefield is showtime up a new limousine channel with 25 employee, located in Austin, Texas. The performance management plan is the starting point or a map for the company to identify and achieve the appetite outcome they want for their employees and their customer. The company wants to maximize its goal through its performance management plan. the performance manakin alone with the strategies of the business impart developed an organizational performance school of thought, performed business line analyses to identify necessary adroitnesss essential by employees, identified regularitys for measuring employees skills, developed a edge for addressing skill gaps, and developed an sexual climax for delivering effective performance feedback to employees. Performance management plan should always be substance abuse 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(p) fixate performance, facilitate performance, and aid performance.The managers at Landslide must(prenominal) ensure that each and every employee know what is evaluate of them. They must fetch 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 training. With that be said they must also assume the right employees in other words hire the right fit. You plundert apply an employee with a bad driving record driving for a limo service, so you have do a background check 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), d ont bother offering rewards that nobody cares about, like a gift certificate to see a wad 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 further more(prenominal) to facilitate communication between the employees and their supervisors, according to University of California, Berkeley (2014), employees at all levels are trusty for actively communicating with their supervisors about their performance, taking an active role in planning their development, being responsible 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 make right. They have to make sure the customer are taking care of. The job analysis process to identify necessary skills needed by employees According to Cascio (2013), Performance standards translate job requirements into levels of acceptable or unacceptable employee sort.Job analysis identifies what is to be done. Job analysis info can be self-contained in a variety of ways, Landslide Limousine will be using all combinations of method. The ceremonial occasion is one method which is limited to only so many jobs. The interview method is gathering 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 but 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 trainin g 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(prenominal) great method to use. The company needs to have a way to do customer survey. node service i s one of the most important skills that should be measured constantly. According to Cascio (2013), results-oriented rating methods place aboriginal 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.Process 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 bring home the bacon to receive the appropriate training that he/she did or didnt have. When addressing area for improvement communication is the chance upon between managers and employees.Approach for deliver ing 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 encouraging subordinates to order 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 agreeable goals for future improvements, avoiding destructive criticism, and judging performance and not record and mannerisms. Lastly, after the feedback is communicated, each manager should periodically assess progress toward goals and make organizational rewards contingent on performance. If Landslide Limousine needs to make sure they that provide these before,during, and after feedback activities, these activities can help break down the performance of each and every person that Landslide employ.ConclusionHaving a good Performan ce plan before starting business is always a great beginning. You need a stepping stone 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- Hill 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