Running head: PERFORMANCE

MANAGEMENT PLAN

Performance Management Plan

Susan Rodgers
HRM/531 - Human Capital Management
September 29, 2014
Jim Scholes, SPHR

PERFORMANCE MANAGEMENT PLAN

Performance Management Plan

Atwood and Allen Consulting has been requested to create a performance management
plan for Landslide Limousines. The consulting made a performance management plan that Mr.
Bradley Stonefield can use as a tool to ensure the success of his business. The plan allows for
opportunities to the individual employee for success, which in turn grows the company. In
addition, by following the recommendations stated in the plan the company tap into the
maximum potential of Landslide Limousine.
Management of Performance
The success of a business it must develop and execute a performance management plan.
A productive plan grants the business to secure the completion of goals. Decisions of the
business based upon the performance of its employees and evaluation of those performances.
This is where a performance management plan is essential for a business. The plan is a useful
tool in measuring and securing goals of the business are understood by the employees. In
addition, the employees yield individual success and helps the business accomplish its success.
Recommendations
Landslide Limousine Services provides a transportation service in which its customers
feel extraordinary during their experience. Improvements are made when the business has a clear
business vision and reasonable goals for each department of the business. A competent
performance management plan allows the management and employees build up consistent
reviews in performance, including raising the reputation of the business. Thus a recommendation
of promoting growth is guarantee training at all phases of employment and conducting
evaluations. In addition, the business would benefit from analyses of feedback of its customers
and employees.

PERFORMANCE MANAGEMENT PLAN

According to the article Assessment and Selection: Job Analysis (2014), Job analysis
provides a way to develop this understanding by examining the tasks performed in a job, the
competencies required to perform those tasks, and the connection between the tasks and
competencies. In other words a job analysis gives details about the job and allows clear
comprehension of it. Atwood and Allens current recommendation is to provide a detailed
description of the job as well as the qualifications needs to provide an attraction of potential
employees.
Landslides managers must be sure their employees are qualified to accomplish the
business goals. One way to ensure the qualification is to provide training. The training should
include the performance plan programs for improvements at all levels of the business. Evaluation
of performances can only be performed when the standards of measurable changes in skills,
knowledge, and behavior has been set for the business (Shah, C. & Burke, G., 2005). The
important aspect of training is to ensure the people involved are acquiring the necessary skill set
to perform the duties of job. It is essential for the employees of Landslide to acquire the skills to
accomplish the goals of the business and ensure its reputation.
The way to find the gaps in skill sets is to perform a gap analysis. Once the analysis
information is gathered the managers are responsible for identifying the areas the employee
needs more training. The company is responsible for providing tools for training and support of
its employees to eliminate any gaps, a satisfying working environment, and produce maximum
profits.
Feedback is one of the most important tools of any business. The purpose of feedback is
to provide the management team with a tool to analyze employees and the companys

PERFORMANCE MANAGEMENT PLAN

procedures. Thus through feedback managers know where employees might need more training,
what areas need motivation, and provide encouragement to their employees to continue with a
job well done. In addition, most importantly feedback provides awareness and acknowledgement
to employees and the managers. Employees must understand that customer feedback and their
own feedback is used to evaluate them individually, the company as a whole, and to ensure the
two are working together to achieve the companys goals and success. Lastly, employees should
be encouraged through by hearing the good feedback comments, and by the manager giving
them positive reinforcement of their strengths as well as way positive ways for improvement.
Conclusion
Landslide Limousine is more likely to succeed by taking Atwood and Allens
recommendations seriously and implementing them immediately. Landslide Limousines success
is dependent on the people hired as well as their skill set and their ability to acquire additional
skills. The company is responsible for establishing the performance standard to ensure the
strength of its reputation. This can only be gained by following the plan outlined by the
consultants.

PERFORMANCE MANAGEMENT PLAN

References
Information Builders. (2014). Performance Management Framework. Retrieved from
http://www.informationbuilders.com/products/webfocus/webfocuspmf
OPM. (2014). Assessment and Selection: Job Analysis. Retrieved f http://www.opm.gov/policydata-oversight/assessment-and-selection/job-analysis/
Shah, C., Burke, G. (2005). Skills Shortages: Concepts, Measurement and Policy Responses.
Retrieved from University of Phoenix ProQuest Australian Bulletin of Labour, pg. 44