Performance Management Plan

The goal of Landslide Limousines is to provide chauffeured transportation services for many reasons such as corporate executives, group travel, weddings and special events. Maintaining customer satisfaction is a crucial aspect of any business, especially the limousine business. The employees of the company must provide a high level of performance based on reliability, safety, professionalism, and superb customer service. To ensure you select the best candidates for the job, a job analysis should be conducted. This will allow you to identify the skills needed and required to successfully operate your business. Before Landslide Limousines can begin to implement a performance management framework, Mr. Stonefield must define what the organizational business strategy is. The proposed business strategy, also known as the mission statement, is about providing the highest levels of safety, quality, reliability, professionalism, and customer satisfaction.

The performance management framework should align itself with this strategy. Performance management is essential for any organization to measure, improve, and develop the employees of the business to include Mr. Stonefield (“Strategic Alignment & Performance Management “, 2012). The performance management framework is designed to align all activity to achieve success for the business, and individually, while helping identify the exceptional employees, as well as those that are not performing in line with expectations (Lupfer, 2011). The framework should identify and prioritize the measurable areas of safety, quality, reliability, professionalism, and customer satisfaction within the organization and align these at an individual level. Unfortunately many employees are unaware of how they can contribute to their company’s business strategy. Rather than pushing employees to work longer and harder, push them to work smarter.

The organizational performance philosophy is intended to provide employees with performance objectives and goals as well as evaluate the performance of employees. The importance of establishing a performance philosophy is so that employees understand what the company’s expectations are and the performance standard to which the employee is expected to adhere to (Garr, 2013). A recommendation is that Mr. Stonefield research other successful limousine companies and determines if their performance philosophy can be integrated with Landslide Limousines. Researching successful companies in your respected field and applying their business performance policies as a foundation to yours is a common practice among many successful businesses. To build on that foundation, the company needs to determine what the recommended performance objectives should be and implemented to meet the requirements as defined in the company’s business strategy.

Landslide Limousine’s vision is centered on safety, quality, reliability, professionalism, and customer satisfaction thus the performance philosophy should be geared towards employees achieving a high performance rating within this scope of these objectives. Having a strong and inspiring philosophy will not matter unless the employee is aware of what is expected from them (Garr, 2013). The Job analysis process identifies and determines the details of duties and responsibilities of a particular job, and the relative importance of these duties for a given job. In addition the process identifies the knowledge, skills, and personal characteristics required to perform these duties. It is important to realize the concept of the job analysis is the description and specifications of the job, not the person (“Job Analysis”, 1999).

To begin a job analysis, first determine the requirements of the job being filled along with attributes of the employee such as personality, education, and experience. The success of a company such as this is dependent on the employees. The employees in a limousine company have constant contact with the customers and clients. How well an employee performs his/hers duties will determine whether or not the client is satisfied enough to comeback and recommend the company to their friends, family, and colleagues. Word of mouth is everything in the service industry. You can have the best marketing plan, flashiest business cards/flyers, but it only takes a few unsatisfied customers to spread the word and tarnish your reputation.

Your employees can make you or break you, therefore the attributes listed above are crucial determining factors when selecting the best candidate for the job. The job analysis should cover four areas; mental and physical tasks involved, how the job will be done, the reason the job exists, and the qualifications needed. As stated before, research other companies that have similar positions and talk to their employees. Another resourceful tool is to look at the reviews of other limousine companies on the websites. These blog reviews reveal both the positive and negative experiences with the company. It also gives an insight of what the client/customer look for in a limousine company. Once this analysis is complete, the job description and job specifications can be drafted up.

Job description illustrates how the job fits in to the company specifying the job’s goals, responsibilities and duties. Additionally, it provides potential applicants with a clear indication of the duties, accountabilities and outcomes expected of the position. Job specification outlines specialized requirements the employee must possess. These requirements include educational, desired experience and specialized skills. Also included is the salary/hourly range and benefits. In the end, job analysis are to ensure accurate, current, and reliable information about the job is determined so that employer can make better employment decisions, save money, and increase business revenue. Hiring and selection practices based on a thorough job analysis are designed to identify and select the best qualified candidates for a job (“How to Write a Job Analysis and Description”. 2013).

References

Garr, S.S. (2013). Why Performance Management Philosophy Doesn’t Matter (It Just Matters that You Have One). Retrieved from http://www.bersin.com/ How to Write a Job Analysis and Description. (2013). Retrieved from ttp://www.entrepreneur.com/ Job Analysis. (1999). Retrieved from http://www.job-analysis.net/ Lupfer, E. (2011). Aligning Performance Management with Business Strategy. Retrieved from http://www.thesocialworkplace.com/ Strategic Alignment & Performance Management (2012). Retrieved from http://www.mandatemolefi.co.za/products-a-services/strategic-alignment-a-performance-management.html