Performance Management Framework

When developing a Performance Management Plan for Landslide Limousines, it was important remember Mr. Stonefield’s expectations for his company. His plan is to establish his business in Austin, TX, with a team consisting of 25 employees in the first year. Mr. Stonefield has projected a net revenue of -$50,000 in the first year, and a 5% revenue growth with 10% annual turnover. In order to fully determine the performance expected of employees, I needed to evaluate the limousine and chauffer industry as a whole.

Aligning the Performance Management System to the Organizational Business Strategy
As Mr. Stonefield gears up to start his business, his goal, like most business owners, is to provide the best service possible; this can be done, but will take much effort and work. A Performance Management Plan will help to utilize the employees to a full potential by measuring the ability to achieve goals. Each plan, each objective, must be critically designed to maximize the potential of the employee. This limousine company supersede your average driving a client to one destination to another, but will leave a lasting impression that excites them to use the company again, and tell friends.

Methods Used for Measuring Employees Performance
I recommend a variety of training courses that end with a course completion score of 90% or better. From there employees must be reassessed every 3 months to stay current with the needs of the company. The training courses will involve an array of key elements to the limousine industry including, but not limited to: driving safety, customer service, state and federal laws and regulations, driver/client safety, confidentiality, map/route knowledge, etc. Using these trainings will give Mr. Stonefield an idea of where they are, how they progress, and what’s working versus what can be taken out; it works to not only measure skills and performance, but to identify skills that may be needed as time progresses.
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