Week 4 Performance Management Plan

Week 4 Performance Management Plan

  • Submitted By: diamond127
  • Date Submitted: 07/04/2014 8:16 AM
  • Category: Business
  • Words: 946
  • Page: 4
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Performance Management Plan
Geneva Green
HRM/531
June 30, 2014
Greg Brainard
Performance Management Plan
Every business needs to have a performance mechanism in place so that employees are held accountable for their actions. Managers also should inform employees from the time of hire what is expected of them and how they will be measured so that their performance can be a reflection of that. Companies need to provide all the resources that each employee needs to be successful. Landslide Limousines must make sure that their business follows these steps as well. According to Cascio 9ed (2012), “At a general level, the broad process of performance management requires that you do three things well: 1. Define performance, 2. Facilitate performance, and 3. Encourage performance” (Chapter 9, p. 333).
Define Performance
Landslide Limousines is hoping to embark on the chauffeur industry in Austin, Texas employing 25 workers with annual revenue of $50,000, and an annual revenue growth rate of 5% with intentions of being one of the most prominent limousine companies. In order to fulfill this goal, Landslide Limousines must have the right plan in place and the right people to carry out that plan. According to Cascio 9ed (2012), “A manager who defines performance ensures that individual employees or teams know what is expected of them, and that they stay focused on effective performance” (Chapter 9, p. 333). Managers or leaders must convey to employees their specific job duties and job expectations. There should be constant communication between managers and subordinates to alleviate any potential misunderstandings that could be resolved quicker than when communication is stagnant or prolonged. Rosenberg, J. M. stated, “You should be giving your staff feedback positive and negative on an ongoing basis. Some companies have sit-down session with workers two, three or even four times a year, finding it’s worthwhile whether and employee is doing well or...

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