According to the U.S. Department of Personnel Management (2015), Performance Management is the systematic process by which an agency involves its employees, as individuals and members of a group, in improving organizational effectiveness in the accomplishment of agency mission and goals. Incorporating a well-defined performance management framework into your organization is a key component to it success and longevity. For your performance framework to be effective we must tie it in with the vision of the organization. We will explain the best ways to conduct job analysis, methods for measuring your employees, process for addressing skill gaps, and an effective delivery method for performance feedback.
Performance …show more content…
According to Linda Ray (2015), author for the Houston Chronicles, states that in order to develop a performance plan for a limousine service you must start with the hiring process, define goals, set timelines, and give staff clear direction. We would like your business to be success so it starts with recruitment. You should conduct background checks on all employees prior to hire. In addition, we would recommend that you also pull their driving records for possible up to 5 years as most insurance companies set rates on a three (3) to five (5) year time frame. By doing this you can save revenue on the front end. We will allow you decide what data in their driving record would be a disqualification. However, we would suggest that an applicant with license suspension due to reckless driving and or DUI convictions may be a liability for your company. As a former police officer, I have first-hand knowledge of this through …show more content…
Corrective action is the identification and elimination of the causes of an issue, thus preventing a reoccurrence (Business Dictionary, 2015). We suggest that you establish a clear cut corrective action plan or process to address skill gaps within your organization. The corrective action plan needs to be a progressive one with the window to move to a final step or termination considering the severity of the offense. For example, you may want to have a verbal warning, a written verbal warning, a written warning, a final written warning, and then termination. These are just suggestions, but make sure that if a serious offense occurs the plan will allow for separation as a corrective