Performance Management Framework
Kari Stormoen
HRM/531
August 5, 2013
Tiffany Mytty-Klein

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
One of the methods is operations analysis. It “requires a careful examination of the work to be per- formed after training. It involves: (1) a systematic collection of information that describes how work is done; (2) determination of standards of performance for that work; (3) how tasks are to be performed to meet the standards; and (4) the competencies necessary for effective task performance” (Cascio, 2011, p. 298). The other method is individual analysis. It “focuses on identifying employees who need training, and the types of training they need” (Cascio, 2011, p. 298). Once an employee’s skills are assessed it is important to address any gaps. Training is the most effective way to accomplish this. Simulation will be the most beneficial method. Simulation methods include the case method, role playing, behavior modeling, interactive simulations for virtual teams, virtual reality, the in-basket technique, and business simulations (Cascio, 2011, p. 309). This method will allow employees to interact and observe how their peers handle challenging situations. It will also give employees opportunities to provide feedback to each other. The number one priority of the entire staff at Landslide Limousine Service is customer service, and delivering effective performance feedback is crucial to performance management. The proposed approach requires new hires to have a 30 and 90 day check-in with the manager at the start of