developing a performance management

Questions/Business/Managementdeveloping a performance management
It’s Traci again. This week, I need you to develop a performance management framework to recommend to the client. You’ll need to make sure you address the following:
Alignment of the performance management framework to the organizational business strategy Organizational performance philosophy The job analysis process you will complete to identify the skills needed by employees Methods used for measuring the employee’s skills Process for addressing skill gaps Approach for delivering effective performance feedback Oh, and make sure to reference my communication with the client for any relevant information. I look forward to seeing what you develop.
Traci Goldeman Manager Atwood and Allen Consulting

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Abhinav_SOFA 32 TUTOR Posted 54. Sold 42. Solution preview:
Performance management plan The pany wants to maximize its efficiency and effect******* ******* *** performance management ****** *** performance management **** *** **** ******** *** manipulate *** ******** *** ****** *** obstacles, ** *** ***** characteristics ** *** ******** According ** ****** ******* *** *** ***** ** performance management ** * **** ** ***** *** **** indicates * person?s ****** direction ** **** ** * person?s ******* direction **** * ***** *** *** ** *** ******* ** ** ******** ***** **** ****** ** *** *** ** **** ***** attention *** ****** ** *** ******* direction Therefore, performance management *** **** *** evaluation ** ******** performance *** *** performance ** *** individual ******** Alignment ** *** performance management framework ** *** organizational ******** ******** According ** ****** ******* ** * ******* ****** *** ***** ******* ** performance management ******** **** *** ** ***** ****** **** ****** performance, facilitate performance, *** encourage performance ** ****** Landslide Limousine *** ** ****** performance *** **** *** *** ** ***** ** improving performance *** ****** ****** direction ** employees **** **** **** *** *** ** ****** ** ******** *** ***** ** *** Landslide Limousine, *** **** ***** ** ******* ****** **** * **** ** ***** *** **** *** ******** **** ***** ** *** employees, ******* stressing **** ****** ** *** **** objective ** *** **** ***** *** **** *** ** facilitate performance **** ******* ****** recognize *** obstacles *** employees ***** **** *** **** ******* appropriate resources ** ****** **** performance *** *** instance, Landslide Limousine *** ******* ****** maintenance ** **** ******** something **** ** ******** *** **** ** ******* accidents, *** **** ** ****** **** ** ******** ** handicapped ** ***** performance ***** performance management encourages employees ** ******* ** *** **** ** ***** ******* *** **** ******* ** ******** *** **** performance *** ** encourage performance, especially ******** **** performance, ****** important ** ** ***** **** ****** **** *** ******* * sufficient ****** ** ******* **** employees ****** ****** *** ** * ****** ******** *** *** ** * **** manner” ******** ***** ***** According ** ***** ****** Landslide Limousine *** **** * framework ** ****** employees *** ***** performance Performance appraisal ** **** **** important ** ******** ******** ******* **** ** *** performance *** **** ******** * ******** ******* According ** ****** ******* *** ******** ** performance appraisal ****** *** employment decision, ******** feedback, ******** ** **** validation, objectives *** ******** ******** *** diagnosis ** organizational ******** ** Landslide Limousine *** ******** employees ** ******* ** *** **** *** **** ******* ** **** *** ****** ** discipline employees ** *** ***** ** ***** decisions Landslide Limousine *** **** ******** ** employees *** **** ******** ** ****** development, ******* ******* **** ** ***** *** ***** *** landslide *** ascertain *** ******** **** employee?s ******** ** ******** **** ******* **** validation *** Landslide Limousine *** **** *** developmental ***** ** **** ******** ** establishing * ******** ******* Landslide Limousine *** ***** *** **** **** ***** *** ***** training, *** *** ** ** effective ** ineffective ******** Organizational performance philosophy *** **** philosophy ** Landslide Limousine ****** ** ** ******** efficiency *** *** effectiveness ** **** employee?s performance; *** furthermore ** facilitate munication ******* *** employees *** ***** supervisors According ** ** California, Berkeley, employees ** *** ****** *** responsible *** ******** municating **** ***** supervisors ***** ***** performance, ****** ** ****** **** ** ******** ***** development, ***** accountable *** ***** ******** *** continually ******** *** excellence ** ***** performance *** supervisors *** responsible *** developing performance expectations **** *** participation ** employees; municating throughout *** performance management ***** ***** employees’ ****** performance, *** development; recognizing successful performance *** ******** *** ******** performance; *** ******** **** employees **** *** ****** resources, *** ******** *** development ****** ** ***** *** ***** ****** successfully *** *** ******** ******* *** **** ***** ** ******** *** ****** ****** ** employees Alternatively, *** performance appraisal ****** *** ** **** ** * ******* ** ******** *** ****** ****** ** employees ** Landslide Limousine *** ***** *** requirements ** effective appraisal ******* **** performance standards, sensitivity, reliability, acceptability, *** practicality According ** ****** ******* * performance ******** ******* *** requirements **** ****** ** acceptable ** unacceptable ******** ******** Sensitivity ***** **** *** ******* ** ******* ** distinguishing effective **** ineffective performers Reliability ****** ** consistency ** ******** Acceptability ** *** **** important requirement ** *** ** ******** **** **** *** ******* ** ***** *** **** *** ***** ** ***** ingenuity **** ** **** ** ****** **** *** *** organization *** ** *** **** ****** **** garnering *** front-end ******* *** participation ** ***** *** **** *** *** appraisal ****** ***** practicality ******* **** appraisal instruments ****** ** **** *** ******** *** employees ** understand *** *** Following ***** requirements, Landslide Limousine *** *** ** *** *** ******** *******

Attachments
Performance_management_plan.docx
Performance management plan
The pany wants to maximize its efficiency and effect******* ******* *** performance management ****** *** performance management **** *** **** ******** *** manipulate *** ******** *** ****** *** obstacles, ** *** ***** characteristics ** *** ******** According ** ****** ******* *** *** ***** ** performance management ** * **** ** ***** *** **** indicates * person’s ****** direction ** **** ** * person’s ******* direction **** * ***** *** *** ** *** ******* ** ** ******** ***** **** ****** ** *** *** ** **** ***** attention *** ****** ** *** ******* direction Therefore, performance management *** **** *** evaluation ** ******** performance *** *** performance ** *** individual ********
Alignment ** *** performance management framework ** *** organizational ******** ********
According ** ****** ******* ** * ******* ****** *** ***** ******* ** performance management ******** **** *** ** ***** ****** **** ****** performance, facilitate performance, *** encourage performance ** ****** Landslide Limousine *** ** ****** performance *** **** *** *** ** ***** ** improving performance *** ****** ****** direction ** employees **** **** **** *** *** ** ****** ** ******** *** ***** ** *** Landslide Limousine, *** **** ***** ** ******* ****** **** * **** ** ***** *** **** *** ******** **** ***** ** *** employees, ******* stressing **** ****** ** *** **** objective ** *** **** ***** *** **** *** ** facilitate performance **** ******* ****** recognize *** obstacles *** employees ***** **** *** **** ******* appropriate resources ** ****** **** performance *** *** instance, Landslide Limousine *** ******* ****** maintenance ** **** ******** something **** ** ******** *** **** ** ******* accidents, *** **** ** ****** **** ** ******** ** handicapped ** ***** performance ***** performance management encourages employees ** ******* ** *** **** ** ***** ******* *** **** ******* ** ******** *** **** performance ***** encourage performance, especially ******** **** performance, ****** important ** ** ***** **** ****** **** *** ******* * sufficient ****** ** ******* **** employees ****** ****** *** ** * ****** ******** *** *** ** * **** manner” ******** ***** ***** According ** ***** ****** Landslide Limousine *** **** * framework ** ****** employees *** ***** performance
Performance appraisal ** **** **** important ** ******** ******** ******* **** ** *** performance *** **** ******** * ******** ******* According ** ****** ******* *** ******** ** performance appraisal ****** *** employment decision, ******** feedback, ******** ** **** validation, objectives *** ******** ******** *** diagnosis ** organizational ******** ** Landslide Limousine *** ******** employees ** ******* ** *** **** *** **** ******* ** **** *** ****** ** discipline employees ** *** ***** ** ***** decisions Landslide Limousine *** **** ******** ** employees *** **** ******** ** ****** development, ******* ******* **** ** ***** *** ***** *** landslide *** ascertain *** ******** **** employee’s ******** ** ******** **** ******* **** validation *** Landslide Limousine *** **** *** developmental ***** ** **** ******** ** establishing * ******** ******* Landslide Limousine *** ***** *** **** **** ***** *** ***** training, *** *** ** ** effective ** ineffective ********
Organizational performance philosophy
*** **** philosophy ** Landslide Limousine ****** ** ** ******** efficiency *** *** effectiveness ** **** employee’s performance; *** furthermore ** facilitate munication ******* *** employees *** ***** supervisors According ** ** California, Berkeley, employees ** *** ****** *** responsible *** ******** municating **** ***** supervisors ***** ***** performance, ****** ** ****** **** ** ******** ***** development, ***** accountable *** ***** ******** *** continually ******** *** excellence ** ***** performance *** supervisors *** responsible *** developing performance expectations **** *** participation ** employees; municating throughout *** performance management ***** ***** employees’ ****** performance, *** development; recognizing successful performance *** ******** *** ******** performance; *** ******** **** employees **** *** ****** resources, *** ******** *** development ****** ** ***** *** ***** ****** successfully
*** *** ******** ******* *** **** ***** ** ******** *** ****** ****** ** employees
Alternatively, *** performance appraisal ****** *** ** **** ** * ******* ** ******** *** ****** ****** ** employees ** Landslide Limousine *** ***** *** requirements ** effective appraisal ******* **** performance standards, sensitivity, reliability, acceptability, *** practicality According ** ****** ******* * performance ******** ******* *** requirements **** ****** ** acceptable ** unacceptable ******** ******** Sensitivity ***** **** *** ******* ** ******* ** distinguishing effective **** ineffective performers Reliability ****** ** consistency ** ******** Acceptability ** *** **** important requirement ** *** ** ******** **** **** *** ******* ** ***** *** **** *** ***** ** ***** ingenuity **** ** **** ** ****** **** *** *** organization *** ** *** **** ****** **** garnering *** front-end ******* *** participation ** ***** *** **** *** *** appraisal ****** ***** practicality ******* **** appraisal instruments ****** ** **** *** ******** *** employees ** understand *** *** Following ***** requirements, Landslide Limousine *** *** ** *** *** ******** *******
******* **** *** ****** *** employee’s ******
*** ****** *** employee’s ******* *** landslide **** **** *** *** behavior-oriented ****** ******* *** results-oriented ****** ****** “Behavior-oriented ****** ******* ***** ** ******** behaviors, ****** ** ****** *** performance ** employees ** **** ** ***** employees ** ** evaluating **** ******** ** ***** ** performance standards ******* reference ** others” ** ******** “results-oriented ****** ******* ***** ******* ******** ** **** ** ******** produces; ****** ****** ** ****** ****** ** ***** produced, *** ****** ** **** ****** * ******** ****** *** ******** Management ** objectives ***** *** **** ******** *** ****** *** **** results-oriented approach”
** **** * hypothetical ******** Landslide Limousine *** *** results-oriented ****** ******* **** **** **** **** **** employee’s contribution ** *** ******* ** *** organization *** management ** **** **** **** ** *** **** ** *** **** **** ** responsible *** ******** **** **** ******* ** streamlined *** effective
******* *** addressing ***** ****
Landslide Limousine *** **** ****** **** different ***** ** employees, ***** *** instance, ******** ******* maintenance ******* technician, *** **** ******** ** ******* *** ***** ***** ** *** *** *** ******* ** ******* ******* ****** ** *** assessment ** **** performance
******* Appraisal ******* ** **** ** ******* ****
**** ** ******
**** ****
******* ***** ** ******** ***** *****
** Landslide Limousine *** *** ** *** ******* **** ** ******* **** ****** *** **** *** **** *** ****** *** ***** *** ** **** ******** ** ***** **** performance appraisal
******** *** delivering effective performance ********
“Feedback, ** ** valuable, ***** ** ** ****** *** specific” (Yaleedu, ***** ** ******** performance, **** ******* *** ** ******** frequently ******* ******* *** ***** ****** performance ******** According ** ****** ******* ****** ****** feedback, ******* ******** ** performance appraisal interviewing, ******** ** *** * problem-solving ******** ****** **** “tell-and-sell,” *** encouraging subordinates ** ******* *** performance-feedback interviews, ** important ***** ***** ****** feedback, **** ******* ****** ** encouraging subordinates ** participate ** ***** specific, ***** ** ****** listener, ******* ******** agreeable ***** *** ****** improvements, ******** destructive criticism, *** ******* performance *** *** personality *** mannerisms ******* ***** *** ******** ** municated, **** ******* ****** periodically ****** ******** ****** ***** *** **** organizational ******* contingent ** performance ** Landslide Limousine *** ******* ***** ******* ******* *** ***** ******** activities, ***** activities *** **** ****** *** performance ** employees
Conclusion
Basically, **** performance ** **** * **** performance management **** Landslide Limousine ***** ** ** *** ******* ****** *** * ****** ** ***** ** Landslide Limousine *** **** frameworks **** ******* performance framework, organization strategies, *** performance appraisal ******* Landslide Limousine *** * **** ****** ** ******* *** ******* **** *** **** *******
References
******* * ****** ******** ***** Resources **** *** Retrieved **** createmcgraw-hill
***** * ****** Performance management *** Queensland ****** ****** ***** **** ** Retrieved ****
** ******* ****** ******* ** Retrieved ****
******* ****** ***** **** **** performance management ****** Retrieved **** Price: $15.50

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