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Management framework

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Performance Management Framework
Mr. Stonefield is starting his own business in Austin, Texas, called Landslide Limousine Service. One of the fundamental elements to building this new business venture is creating a framework for performance management. The framework must include necessary employee job skills, the methods used for measuring these skills, the process for addressing skill gaps, and the approach for delivering effective performance feedback. It is important to understand how the performance management framework (PMF) aligns to the organizational business strategy. Mr. Stonefield previously stated he wants to provide first-class transportation to his customers. His goals are realistic for the first year with an anticipated …show more content…

PERFORMANCE MANAGEMENT SYSTEM

ABOUT PERFORMANCE MANAGEMENT SYSTEM
Performance Management involves the entire gamut of processes in identifying critical dimensions of performance - setting work plans against laid down objectives, reviewing the work done against indicators of performance and developing and enhancing competencies for improved performance.

THEORGANIZA TIONAL GOAL PROVIDES THE PERSPECTIVE TO DETERMINE THE DEPARTMENTA L (REGION/ THEME/UNIT) GOAL WHICH IN TURN PROVIDES THE CONTEXT FOR AN

PROCEDURE FOR EFFECTIVE PERFORMANCE MANAGEMENT SYSTEM
An effective Performance Management System should be based on :a) Setting up Key Result Area (KRAs) for the Region/Theme/Unit/ Department b) Clarity of Individual Roles and Responsibilities c) Laying down Plans and Performance Indicators for each position d) Periodic assessment of performance of the individual against such Plans/ Performance Indicators e) Identifying factors facilitating and hindering achievement of Plans - development of action plans for overcoming hindering factors and strengthening facilitating factors f) Periodic review of role incumbents' behavior, which contributes to effective functioning and working out action plans for developing such behavior. g) Identification of role incumbents' developmental needs and preparing plans for staff development through training and related activities. h) Implementation and review.

HUMAN

RESOURCE

MANAGEMENT:

PERFORMANCE

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