HRM 531 Week 4 Performance Management Plan

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Complete the Performance Management Plan task as described in the Email from Traci on the Atwood and Allen Consulting page.

Individual Assignment: Performance Management Plan

Purpose of Assignment
For this task, Traci has asked you to develop a performance management plan to recommend to the client. It is important to understand how the performance management system aligns with the organizational operating philosophy and culture. You need to understand, and develop, all major components of the system, from the organizational performance philosophy through delivering performance feedback and personal development discussions. Effective performance management is essential for an effective and efficient workforce.

Resources Required

Week Four e-mail from Traci and Week Four client communications

Addresses alignment of the performance management system to the organizational business strategy
Addresses the organizational performance philosophy
Addresses the function that job analyses will serve in the performance management plan
Addresses methods used for appraising performance
Includes process for addressing performance issues
Addresses an approach for delivering effective performance feedback
The performance plan recommendation is no more than 1,400 words in length.

Format your paper consistent with APA guidelines. Use at least four (4) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.

 

2-

Discuss the work you completed for your client this week. Your discussion should include the principles and strategies that apply to your business and those that can apply to each member’s business.

Prepare a 350- to 1,050-word paper detailing the findings of your discussion.

Click the Assignment Files tab to submit your assignment.

Format
 your paper consistent with APA guidelines. Use at least two (2) references from the reading assignment, Internet articles, Electronic Reserve Readings articles, or HR journal articles to support your paper. At least one(1) in-text citation must be from the text book.

Category:

Description

HRM 531 Week 4 Performance Management Plan,

Supervision and primary organizational modification within today’s business involves flawless purposes and position among divisions and staffs. The foundation for such alteration is the performance plan, stepping stones to a definite future. How effectiveness methods and highpoints in meeting its performance strategy will be key reasons for success. The purpose of this paper is to present the arrangement implements used to attain calculated development points over single rights. These tools consist of a professional model, an expressive model of preferred worker skills, a fiscal incentive system, and a performance assessment system, all dedicated upon structural and planned alignment.

Bradley Stone field Limousine Company should have stimulates workers to constantly attempt for the highest levels of performance. We designed a performance management plan to meet the expectations of the company:  Employee Ratings, Employee Incentives and Employee Compensation is provided every day, not only during review intervals.  Positive criticism is provided on areas to be handled. Workers are motivated to evaluate their job responsibilities and duties and notify management of issues. Workers are motivated to talk about frustrations, worries, objectives and careers in Bradley Stonefield Limousine Company for an open door policy since we are a small company consisting of 25 people currently.

As every company has an evaluation system for all their employees. At Bradley Stonefield Limousine Company we are going to require that all workers are going to be briefed regarding the evaluation procedure. People are required t to complete an “Appraisal Form” to be analyzed by management. Managers will talk about the performance of people in a closed door conference. Workers will be notified of outcomes, jobs, and constructive remarks will be given about performance. Remarks won’t be harmful, critical or used as a base for disciplinary action and should be constructive and positive. Worker opportunities after remarks:  Rise in base pay (as much as 5%), Rise in compensation plan according to the growth of the company. Move laterally in the organization or Moving up in the organization and training possibilities.

            Employee performance ratings may be necessary to help the organization stay on track, with respect to organizational goals.  They should not be used to force competitiveness or as a means of coercion to get desired results.  Employee goals should be attainable, should support the organization’s mission, and should take into account varying levels of knowledge, skills, and ability.  McNamara (2013)suggests using the SMARTER acronym for establishing employee performance ratings.

S-specific goals that do not leave any question. E.g.:: Limo drivers earn 85% customer satisfaction rating- measurable, must be able to determine if specific goals

 

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