Develop a high level performance management cycle plan 45 pa

Develop a high level performance management cycle plan (4-5 pages).The paper needs to be written with each heading listed below:

It shall start with the Introduction then next heading shall be Goals, then Performance Appraisals & Reviews, then Individual Development Plans, then Organizational Chart, then Employee & Supervisor Plan, then Unit Training & Development, then Employee Feedback, and finally the Conclusion. PLEASE Also include References and in text citation

The purpose of this assignment is to simulate the thought process that managers use when evaluating the various elements of performance management. The students are not expected to produce a detailed plan. Rather, the expectation is that students demonstrate consideration of the multiple complexities involved in the performance management cycle.

Access the \"Deliverables\" section of the Performance Management Cycle Plan within your Scenario Generator Report. Your Scenario Generator Report provides the context for the plan.

Carefully consider the characteristics of the various organizational descriptors in your Scenario Generator Report.

Thoughtfully discuss each listed item (2-3 fully developed sentences per item).

Here is the Scenario Generator information you will need but you may also use outside resources.

Module 6 Scenario: Performance Management Cycle

Type: Family Business

Size: Medium Size Company

Sector: Dry Cleaning

Funding: Revenues based

Stakeholders:

Customers

Decision makers:

Owners

Formal organization:

Sole proprietorship

Human Resources Department:

Pay-for service arrangement: temporary agency

Stage in Organizational Lifecycle:

Maturity

THESE ARE THE GIVEN CONSTRAINTS:

ORGANIZATIONAL BACKGROUND:

Founded in: 1932

Dedicated to: The company thrives to provide the best possible

experience to all of its business partners and clients.

Culture Our culture is akin to that of a small family. All our

employees are partners in the business, share our success, and help us

sustain the core values that make us successful.

Structure: structure

Mission statement: To ensure that each customer receives prompt,

professional, friendly, and courteous service. To maintain a

professional and friendly environment for our cusotmers and staff. To

provide at a fair price using only quality components. To ensure that

all customers and staff are treated with the respect and dignity they

deserve. To thank each customer for the opportunity to serve them. By

maintaining these objectives we shall be assured of a fair profit that

will allow us to contribute to the community we serve.

Vision statement: Within the next five years, we will become a leading

provider of products and services to small businesses by providing

customizable, user-friendly solutions scaled to small business needs.

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INTEGRITY: By dealing honestly with our clients, staff, vendors and

community.

RESPONSIBILITY: By considering the environment in which we do

business, community views and the common good.

PROFITABILITY: By being aware that an appropriate level of profit is

necessary to maintain our business and allow our values to continue to

be observed.

Values statement: In conducting our business, we will realize our

vision by performing our affairs so that our actions provide

confirmation of the high value we place on:

Present goals: To reduce delivery and distribution time of products

and services. To reduce the number and frequency of customer

complaints, and to improve the response time of customers inquiries.

Past goals: To reduce employee turnover by 20 percent by introducing a

new employee assistance program. To improve productivity by

implementing a company-wide training program. To actively recruit

skilled workers into the organization.

Brief SWOT analysis:

Strengths:

Known brand

Positive cash flow

Experienced management

Good business reputation

Weaknesses:

Experienced management approaching retirement

Insufficiently diversified revenue streams

Too much internal bureaucracy

Opportunities:

Improving economic outlook

International expansion via Internet business

Buy out some competitors

Technological advances

Threats:

Changing demographics

Changing needs and preferences of stakeholders

FEEDBACK:

Customer feedback:

Negative comments:29

Positive comments:12

Issue resolution:5

Reachability:5

Cancellation:8

Friendliness:1

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Product knowledge:2

Overall:3.6

Employee feedback:

Negative comments:95

Positive comments:64

Negative comments:95

Positive comments:64

Issue resolution:2

Reachability:7

Cancellation:2

Friendliness:7

Product knowledge:5

Overall:3.9

RESEARCH USING LibGuides:

Generic http://libguides.gcu.edu

Specific http://libguides.gcu.edu

REFLECT ON:

Question 1: Do organizational goals support the mission, vision, and

values statements?

Question 2: Does the organizational structure support the strategic

plan for the organization, communication, decision making, customer

service, employee engagement and satisfaction, and cross department

interaction?

Question 3: Are there apparent gaps in skills, talent, or diversity

in the leadership team or staff?

Question 4: From a review of the information provided, what areas

are in need of further development?

DELIVERABLES:

In this assignment, you will address the performance management cycle

(PMC). Effective performance management aligns the efforts of

supervisors and employees with organizational objectives, promotes

consistency in performance assessments, and motivates employees.

Assume the role of a manager within your chosen organization and

create a PMC plan that addresses management by objectives, individual

development plan, training, feedback, and salary administration.

Address the topics below in the context of your chosen organization.

Management by Objectives(MBO) plan (cascade goals from unit to

individual), including:

-- Institutional goals

-- Individual goals

-- Periodic performance reviews

-- End-of-year appraisal sessions

Individual development plans (IDP for one employee of your choice),

including:

-- Position description

-- Unit organizational chart

-- Employee career goal

-- Supervisor expectations

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-- Outcomes/Results from previous IDP year

-- Timelines and milestones for next IDP year

-- Employee comments

Unit training and development needs, addressing:

-- Goals and objectives

-- Timeline

-- Budget

Feedback (for two employees -- one performing and one struggling),

addressing:

-- Performance metrics (3-5)

-- Type of review (formal, informal) and frequency

-- Objective of review/feedback (e.g., motivation, compensation,

promotion, disciplinary, etc.)

Short description of possible corrective actions

Short description of possible recognitions and rewards

Promotion/succession planning activities

Evaluation and salary administration, addressing:

-- A review of salaries across the organization

-- Starting salaries and progression

NOTE: Refer to additional resources posted as well as to the Libguide

for examples.

Solution

1) yes, the organizational goals supports the mission, vision, and values statements, eventhough they have to concentrate in present goal because employee and customer both giving negative comments it means from the employee side they not satified with their employer and they given negative comments, employee does not satified, it shows the reflection in their performance the another reason they need more training in product information as well as solution knowledge

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2)No, stragegy plan having some indifferece, they are lacking in decision making, customer service, employee engagement and satisfaction, it is   Sole proprietorship but owner stated all employees are partners of the business, though owner have the authority to give some special rights to his/her employees but in this case the owner is changing type of organisation,   from Sole proprietorship to partnership.

If owner had done proper decision making he/she never gets negative comments form both side one is employees and another one is customers.

Organisation have expanded that time the organisation structure should be changed, more manager and more team needed and they should divided for specification duties.

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3)yes, they have gaps in skills and diversity in the leadership team, the reason is experience employees seeking retirement, so the organisaiton recruited new employees through new employee assistance program, their past goals implemented the training program if still doing the training program properly ?, No, they are not doing training properly, new employees expected proper supervisor to correcting their job, untill new employees gets maturity they need supervisor.

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4) Customer sevice, employees satisfacation and employees training program, they are expanding the organization, recommended to recruit management consultant for identified geograophic location people culture.

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