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Performance Management Plan

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Performance Management Plan
HRM/531
Aerial Valladolid
June 8, 2015
Professor Pat Fitzgerald

Introduction Landslide Limousine is a service that provides mostly customer service with a focus on quality transportation. Goals and expectations outlined by Mr. Bradley are to have the company stay in its current location, possibly having 25 employees at the end of the year, having a yearly and annual turnover rate of 10%. Some of the strategies recommended in the last correspondence like training and incentives would assist with appealing to new hires but keep the turnover rate to possibly 10% or less. Another one of the recommend was providing training. The training does not always have to be the same, but it should pertain to the skill and be interesting. Remember everyone does not learn the same way.
Organizational performance philosophy
Landslides philosophy would highlight the benefits of receiving positive feedback from the clients, frequency of customers wanting to continue with the company because of certain attributes and how well the employee can keep up with the standards set forth by the company. A trained employee is a happy employee when employees are kept up to date on training, standards and made aware of laws put in place to protect them and the employers. They would be top performers within the company.
Measuring employee Skills Some things that could be put in place to measure the employee’s performance could be customer surveys. These surveys can be given to the customer through an email or a provided link that can get accessed through the internet. Having an unknown person pose as a customer and take notes of their entire experience. The poser would be someone that works behind the scenes of the company, or it could be someone that has never used the service before and they rate their experience. Based on the outcome of the review, that would determine the needed training. The training would range from better customer service to driving classes (road rage).

Process for addressing skill gaps Addressing skill gaps would be to mandate quarterly and annual training. Once the training has been conducted surveys should be conducted to ensure, the material was effective. If the employee is still having struggles, more training would be conducted but in a different manner, i.e., if the first training were conducted online then simulation could be completed. Everyone does not learn the same. According to Cascio, (2013) Managers who are committed to managing for maximum performance recognize that one of their major responsibilities is to eliminate roadblocks to successful performance.
Approach for delivering effective performance feedback
Some ways of delivering performance feedback are having one on one meeting with each employee. Resources needed to have the meeting be productive would be a compilation of key points that was found to be commonly noticed by other employees and or customers. Production statistics is compared to older ones, i.e., sales, customers requesting the driver by name or complaints. Another method that could be used to deliver feedback is doing team meetings. The team meetings would not point one single individual out, but it would entail how the team is doing as a whole.

Conclusion
Outlined above are strategies to assist with meeting the company's goals training and ways to measuring performance. If performance is not measured, the Landslide would not know what the employees are lacking or if the company needs to improve. The training is to keep the employee current on standards and a way for the employee to grow within the company. Performance management and level of employee skills are an important part of a company reaching its goals.

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