From: Thelma Banks
I have the recommendations regarding the framework for Mr. Stonefield’s Limousine service in Austin, TX. Through research and performing an analysis on other companies based in Austin, I have come up with a performance management plan that should allow you to gain maximum access and performance from his limo drivers. Many other companies offer their employees the basic package which is required by law, but other incentives are include retaining valuable employees that are performing at the maximum output.
Since the background of the business involves limo drivers transporting individuals to and from various places, I feel that the performance management plan should be based upon the driver operations (such as driving, navigating, & maneuvering vehicles), customer service ratings, and through daily observation and surveys from management or other individuals that witness drivers going above and beyond the call of duty.
One questionnaire I would recommend having all applicants completes a survey and be rated on the skills and factors that influence how likely a person would perform at a given job function. The 360 Feedback questionnaires would be feasible because they focus on different aspects of an individual’s emotions, feelings, and responses. Once the surveys have been rated, a HR or manager will provide feedback to all the applicants and Bradley can make a choice from the top 10 people selected. The survey should help Bradley decide which applicants will be selected as limo drivers for his service. When the applicant begins working for the service appraisals will be given on a quarterly basis to inform drivers on their driving performance, customer service, and other issues that may arise in between those times. Feedback should be provided in a timely fashion and given to all employees with dignity and respect. Drivers should have the right to address any concerns or qualms regarding...