RUNNING HEAD: Performance Management Plan

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Performance Management Plan
Kimberlee Adeyemi
Jne !"# !$1%
HRM&'(1
Doreen )a*rence
RUNNING HEAD: Performance Management Plan
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+reating a ,erformance management ,lan i- a critical ,at. for t.e -cce-- of )and-lide
)imo-ine-/ 0.e ,erformance management ,lan i- an e--ential tool for -tarting a- *ell a-
maintaining t.e -cce-- of t.e organi1ation/ 0.e ,erformance management ,lan i- de-igned to
create o,,ortnity and -cce-- for t.e em,loyee- and in trn .el, t.e organi1ation- to be
,ro-,ero-/ At*ood and Allen con-lting .a2e otlined -ome recommendation- t.at -.old be a
corner-tone to t.e organi1ation- im,ending -cce--/
A ,erformance management frame*or3 i- needed for )and-lide )imo-ine- to en-re
t.at t.e com,any4- goal- are met and t.e deci-ion- made internally are ba-ed off t.e *or3
,erformance of t.e em,loyee-/ 0.erefore it i- im,ortant for t.e ,erformance management to
align *it. t.e -trategy of t.e b-ine--/ 0.e b-ine-- -trategy i- t.e 2i-ion and goal- -et by t.e
organi1ation- and t.e-e tool- m-t *or3 .armonio-ly to mea-re and en-re t.e goal- are
nder-tood and mea-red to .el, )and-lide )imo-ine- ac.ie2e t.e goal- t.at are -et fort.
5+a-ico# 6ed7/ 0.e-e goal- inclde !' em,loyee- for t.e fir-t year# 89'$#$$$ in re2ene# a
re2ene gro*t. of ': for t.e ne;t fe* year-# and a lo* em,loyee trno2er rate of 1$:/
)and-lide )imo-ine- intend- to be a tran-,ortation -er2ice t.at ,ro2ide- an en<oyable#
-afe and comfortable ride bet*een de-tination- for b-ine--# ,artie- or a nig.t ot on t.e to*n/
=radley *ill need to .a2e a clear 2i-ion for t.e b-ine-- along *it. goal- and ob<ecti2e- t.at are
mea-rable -o area- of im,ro2ement can be targeted and corrected/ =y e-tabli-.ing t.e
mea-rable ,erformance- it *ill en-re t.e com,any -ee- nmber- t.at are on trac3/ >or
,erformance management to be effecti2e manager- and em,loyee- m-t be on t.e -ame ,at.#
.a2e re2ie*- t.at are -cce--fl and gi2e re-lt- t.at are in t.e be-t intere-t of t.e com,any/ 0.i-
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organi1ation *ill need to ,ro2ide training to ,romote gro*t. and t.e organi1ation need- to
analy1e feedbac3 from t.e em,loyee- and manager- ali3e to get an informati2e 2ie*/
Job analy-i- e;amine- t.e ta-3- t.at are ,erformed in a <ob and *.at -3ill- are needed in
order to ac.ie2e t.e-e com,etencie-/ ?it. a brea3do*n of t.e <ob analy-i- t.i- *ill allo* t.e
manager to gi2e a more accrate re2ie* of t.e <ob and .o* it .a- been ,erformed/ ?.en
a,,licant- are a,,lying for t.e ,o-ition .a2ing a li-t of t.e -3ill- and re@irement- *ill .el, to
ma3e -re t.e ,otential em,loyee- are in line *it. t.e need- of t.e organi1ation/ Aim,le -3ill-
-c. a- c-tomer -er2ice# friendly attitde# commnication -3ill-# team*or3# organi1ation#
fle;ibility# and integrity are .el,fl *.en dealing *it. a di2er-e amont of ,eo,le 5Aafdar#
?a.eed# B Rafi@# !$1$7/ >or tran-,ortation and -afely commting ,eo,le t.ere are certain
re@irement- t.at need to be met for t.e organi1ation/ 0.e em,loyee if dri2ing m-t be licen-ed
to carry a certain amont of ,a--enger-# ,a-- ,re8em,loyment and random drg te-ting and
a*are of t.e -afety re@irement- of t.e <ob/ 0.i- *ill .el, t.e organi1ation to -ift t.rog. t.e
,ro-,ect- ea-ier and ma3e -re t.e em,loyment ,ool .a- @alified a,,licant-/
0.ere are met.od- t.at are commonly -ed to mea-re em,loyee -3ill- *.ile ,rocring
em,loyment and em,loyed/ >or ,otential em,loyee- t.ere i- t.e re-me t.at can .el, t.e
organi1ation to -ee *.at attribte- t.e em,loyee ,o--e--e-/ 0.e re-me can -.o* *.ere t.e
,er-on *a- ,re2io-ly em,loyed# .o* long# *.at -3ill- or @alification- t.e ,er-on .a- and *.at
re@irement- are met/ >or indi2idal- *.o are already em,loyed it i- im,ortant t.at eac.
em,loyee continally meet- t.e need- of t.e organi1ation/ Cn t.e <ob training and training before
being trned to t.e *or3force can .el, ma3e -re t.e em,loyee- are meeting t.e goal- and
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ob<ecti2e- of t.e com,any/ 0.i- *ill al-o .el, *it. ,erformance re2ie*- and t.e re-lt- can be
-ed to -ee *.at can be im,ro2ed in t.e com,any a- a *.ole or by de,artment/
It i- crcial for management to .ire em,loyee- t.at are @alified and ca,able of doing t.e
,o-ition eac. are .ired for/ 0raining -.old be a to, ,riority for )and-lide )imo-ine- and
-.old entail ,rogram- t.at im,ro2e ,erformance on indi2idal and gro, le2el- of -3ill#
3no*ledge# attitde# and -er2ice 5+a-ico# 6ed7/ 0raining i- needed in all de,artment- and
,o-ition- acro-- t.e board/ It *ill gi2e- em,loyee- em,o*erment to do t.e be-t <ob ,o--ible
*.ile en-ring t.e em,loyee- are e@i,,ed *it. t.e tool- and 3no*ledge to be a roc3 in t.e
organi1ation/ )and-lide )imo-ine- *ill ac.ie2e a ,o-iti2e re,tation among t.e commnity by
.a2ing em,loyee- t.at care and are 3no*ledgeable/
>or management to addre-- -3ill ga,- it *ill be nece--ary to do a ga, analy-i- to
determine if t.ere are any ga,- and if -o in *.at area-/ A ga, analy-i- i- *.en an organi1ation
determine- *.at -te,- are needed to mo2e from t.e crrent -tate# to a more de-ired -tate to a
ftre -tate/ 0.e ga, analy-i- -.old inclde a li-t of attribte-# ,erformance le2el- and
com,etencie- of t.e crrent -itationD li-ting element- needed to ac.ie2e ftre ob<ecti2e- t.en
em,.a-i1ing t.e ga,- t.at are ,re-ent and -.old be filled/ After t.e data i- collected and
analy1ed management need- to identify *.ere eac. em,loyee -3ill- .alt and determine *.ere it
need- to be/ )and-lide )imo-ine- .a- t.e dty of e-tabli-.ing tool-# training# and -,,ort to
.el, connect t.e ga,-/
It i- im,erati2e for management to be able to ,ro2ide effecti2e ,erformance feedbac3 to
eac. em,loyee t.at i- managed/ +ommnication i- a 3ey com,onent t.at eac. ,arty m-t be
able to do in order for t.e feedbac3 to be .eard/ Pro2iding ,erformance feedbac3 i- more t.an
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<-t telling t.e em,loyee t.e good and t.e bad it i- al-o abot moti2ating# ,ro2iding in-ig.t and
gi2ing t.e em,loyee encoragement/ 0.e feedbac3 i- t.ere to al-o allo* t.e em,loyee to gi2e
in,t on *.at can be done differently or *.at tool- *old be .el,fl in order for eac. em,loyee
to be -cce--fl *it.in t.e com,any 5+a-ico# 6ed7/?.ile gi2ing t.e ,erformance feedbac3 t.e
management -.old ,ro2ide a co,y of t.e re2ie*# ,o-iti2e note- and *.at can be done for
im,ro2ement-# not <-t *.at need- to be done bt *.at t.e com,any intend- to do to .el, t.e
indi2idal -cceed/ =y ,ro2iding ,o-iti2e .ig.lig.t- and *ord- of encoragement e2ery
,erformance feedbac3 can be ,o-iti2e for eac. ,arty/
Nonet.ele--# for )and-lide )imo-ine- to be -cce--fl t.e recommendation- mentioned
-.old be ta3en into -erio- con-ideration/ 0.e organi1ation can be -cce--fl if t.e em,loyee-
t.at are .ired meet ,re8em,loyment @alification- and -3ill- and are able to obtain t.e goal- and
ob<ecti2e- t.at are -et fort. for contined em,loyment/ =y t.e organi1ation identifying t.e
organi1ational ,.ilo-o,.y# a <ob analy-i- of t.e -3ill- needed to be a ,rodcti2e em,loyee and
*.at i- re@ired to deli2er an effecti2e ,erformance feedbac3 t.e frame*or3 for a ,ro-,ero-
organi1ation i- already in motion/
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Reference-
Cascio 9ed FGitalAoce boo3-.elf 2er-ionH/ Retrie2ed from
.tt,:&&online/2ital-orce/com&boo3-&6"I11!16$(I1%&
Aafdar# R/# ?a.eed# A/# B Rafi@# K/ H/ 5!$1$7/ Im,act of <ob analy-i- on <ob ,erformance:
Analy-i- of A .y,ot.e-i1ed model/ Journal of Diversity Management, 55!7# 1"8(E/
Retrie2ed from .tt,:&&-earc./,ro@e-t/com&doc2ie*&'$EE%('1(JaccontidK%'I