A Strategic Performance Management Framework - Essay Example

Performance management Plan Performance Management Plan Traci Goldeman Landslide Limousine Service Austin, Texas Jason Galvan CC: Atwood and Allen Consulting Date: 6th November 2014 Subject: Performance Management Plan A strategic performance management framework is essential for the performance of your company. Performance management has to align with the business strategy to ensure the business successfully meets the set objectives. The organization’s philosophy and analysis of the job will be vital in ensuring the company defines the skills needed by employees within the company. It is, therefore, important to determine ways through which the company will use to measure address skill gaps of the employee’s and an approach for effective feedback. Atwood & Allen Consulting will give guidelines on how to create a successful performance management framework for your company. In previous communications with me, the desire to expand your hotel chain was expressed. The strategy or objective for the hotel is to provide first-class catering services for various customers within the market. The expected net revenue for the first year is $100,000, 000 with an expectation of 15% increases in net revenue over the next several years and an estimated turnover rate of 5%. According to Atwood & Allen, the short-term and long-term goals for the company are seen as realistic in view of the first five years. The performance management framework will be effective in aligning the company’s goals and give a good foundation for its growth financially and win employee’s loyalty. Organizational Performance Philosophy The Company must identify the organizational performance theory by coming up with a strong strategic performance management framework (Dimon, 2013). The philosophy of the firm should be built on an appropriately structured customer service plan (Axson, 2010). It will help in competing in the high level of competition in the Indian market. The management has to ensure that the employees’ expectations are clearly defined in order to build a good reputation within the market ( Wade & Recardo, 2009). Job analysis process The job analysis process that will be used is engaging the employees in the job analysis processes by providing them with forms to fill (Dimon, 2013). The employees should have a chance to ask various questions about their duties they undertake and how it would influence the overall performance of the organization (Paladino, 2010). The management and the supervisors have to carefully look at the manner the employees undertake their duties and advice on the where possible to ensure that all goes well through an entire period on the job (Dimon, 2013). The managements should discuss with the employees the various challenges that they face in their line of duty and come to an agreement on how it would be addressed (Kelly, 2012). This has to be done without failure because, at the end of the working period, the performance of the entire company will be shown as an average. Methods used for measuring employee skills The employee skills will be measured by undertaking a talent search within the company in order to know where everyone will fit in accordance with the company’s plan to expand its chain ( Wade & Recardo, 2009).. The management will have to give the employees random functions in order to gauge their ability taking the roles and challenges they are faced with in their line of duty (Dimon, 2013). The duties completed by the employees should also be reviewed in order to know how different the employees have undertaken the duties ( Wade & Recardo, 2009). This will be a true reflection of their abilities in undertaking random duties within the firm. The immediate supervisors and managers will also come in handy in identifying the skills of the employees as they will be observing as they undertake the duties assigned to them (Wade & Recardo, 2009). The comparison of the jobs done with the other jobs in the department will also be effective in identifying the various skills of the employees ( Wade & Recardo, 2009). The management should therefore consider looking at the job grade and the job family in order to know how the skills that various employees displayed in their line of duty and whichever sections the skills can be used by the employees to undertake various tasks within the firm (Kelly, 2012). Identifying skill gaps The processes and procedures put in place by the company will be key in knowing the various kinds of personnel and the various functions they are supposed to undertake (Wade & Recardo, 2009). This is also meant to articulate the desired state of business within the company to meet the various business processes that have to be undertaken by the employees. Skills are, therefore, important in addressing the various needs of the business within the firm (Dimon, 2013). In a bid to identify the skill gaps, the management will have to collect data in order to know the various roles that have to be performed on every single job within the firm (Kelly, 2012). In addition, the management should get assumptions from the personnel by conduct a random survey on a particular role and rate them based on the level within the company (Kelly, 2012). Through this the management gets to know the various training needs for its workforce and improve its performance (Paladino, 2010). The missing skills will have to be noted by the management in order to address the gaps through training and meet the demands of the different hotel chains and ensure a smooth flow of work within the firm (Axson, 2010). Having known the skill gaps, the management will have to come up with an appropriate training program that will help in equipping the workforce with the missing skills. (Axson, 2010) For instance introducing the professional trainers who will equip them with the necessary skills that they need to meet their key performance indicators in their line of duty ( Wade & Recardo, 2009). Approach for delivering effective feedback The management should appraise the employees after a particular period for instance the end of a year by getting feedback from the colleagues and the immediate supervisors based on the way the employees perform in their line of duty ( Wade & Recardo, 2009). The various departmental heads should also deliver feedback on the performance of the employees from the various chains. All feedbacks should also be delivered against the plans put in place to address the challenges that the company may be facing in order to ensure an improvement in its performance ( Wade & Recardo, 2009). The feedback should be summarized in the form of tables and graphs so that the employees can get an easy understanding of the same. References Axson, D. A. (2010). Best Practices in Planning and Performance Management. New York: Prentice Hall. David Wade, ‎. R. (2009). Corporate Performance Management. chicago: Wiley and Sons. Dimon, R. (2013). Enterprise Performance Management Done Right. New York: Prentice Hall. Kelly, G. (2012). Strategic Planning and Performance Management. New York: Prentice Hall. Paladino, B. (2010). Innovative Corporate Performance Management. Chicago: Cengage Publishers. Read More