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Performance Management Plan

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Performance Management Plan
Diane Harge
HRM/531
May 25, 2015
Jim Scholes

Performance Management Plan
Introduction
Atwood and Allen Consulting have been working with Landslide Limousine with their Employment Law Compliance Plan, and their Compensation and Benefits Strategies recommendations. Next, we will like to explore a Performance Management Plan. According to the video, Performance Management 2014 by the University of Phoenix, “Performance Management Systems helps to achieve objectives in the strategic plan. It aligns all of an organization’s resources to achieve the best possible result. It is the process of creating a work environment where employees can perform to the best of their abilities.” Performance Management also focuses on teams and the organization as a whole. Atwood and Allen Consulting will begin assisting Landslide Limousine in this area. According to Cascio 2013, “At a general level, the broad process of performance management requires that you do three things well: 1. Define performance. 2. Facilitate performance. 3. Encourage performance.”
Defining performance Landslide Limousine want to ensure that during the interviewing process, they clearly define performance. It must be understood by the employees what is expected of them. In Cascio 2013, it states, “A manager should pay attention to three key elements and they are goals, measures and assessments.” When employees have goals, they have a target they are aiming towards. They know exactly what they are trying to obtain or achieve. Therefore, it is imperative for Landslide Limousine to outline what performance means to their company and the steps that employees must take to acquire these goals to achieve maximum performance. Goals should be measurable. Just having goals and working towards them is not enough. They must be measurable goals. For example,

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