Performance Management

Performance management can make or break an employee and the strategic goals of the business. Too often when management thinks of performance management they think of annual performance reviews or appraisals. However, that is incorrect. According to Cascio (2013),   performance management takes a commitment and desire to focus daily on the   improvement of an individual or team's performance. Managers should provide timely feedback about one's performance and ensure they are   with the company's objectives. In order for a performance management plan to be effective,   performance must be defined, made attainable with the appropriate resources, and encouraged. A performance management plan includes clear and concise job description, performance standards and measures, effective orientation and training, coaching and feedback, development discussions throughout employment, and a compensation and benefit strategy as previously outlined (Sahoo & Mishra 2012).
Organizational Performance Philosophy
Change is inevitable in an organization. To efficiently deal with change it is important to incorporate training, development, feedback, and performance management within the organizational culture. Training is an important first step prior to developing the framework of any performance management strategy. As a new business in the Austin area building a positive reputation centered around providing the best customer and transportation service. At Landslide Limousines in order to achieve this, emphasis must be placed on training and developing your employees. The staff should be trained on the essential skills identified later in this memo. In addition to training, they will need to be shown how their daily routines contribute to the success of the business. As an employer, you are responsible for developing the performance expectations and coaching based on your strategic vision. It is also integral to ensure the employees have the necessary tools, resources, and training...