Clapton Commercial Construction Performance Management Plan
Autor: davisr014 • July 3, 2015 • Business Plan • 607 Words (3 Pages) • 1,638 Views
From: XXX XXXX
Date: XXXX XX, 2014
Subject: Clapton Commercial Construction Performance Management Plan
Our client, Marylee Luther, Human Resources (HR) Director at Clapton Commercial Construction, has contacted us to assist her Human Resources Department in their move to Arizona. One of the necessary elements for expanding their business into Arizona is to create a framework for performance management system. This framework must identify necessary employee job skills through quality job descriptions, the methods used for measuring these skills through effective job goals, the process for addressing skill gaps through quality training programs, and approach for delivering effective performance feedback.
It is important for the company to understand how the performance management framework correlates to the organization’s strategic success. Ms. Luther, during our phone call that her company, Clapton Commercial Construction, wants to expand is business to Arizona. Clapton Commercial Construction’s goals for the first year are realistic with an anticipated $10,000,000 in annual net revenue with a negative 3% revenue growth for the first year and a turnover rate of 20%. Having a successful performance management system will ensure no additional lost revenue, and that the turnover stays at or below the target level. The goals set by Clapton Commercial Construction establish the foundation for the strategic success of this company. With the company, having a clearly defined performance management system it will nurture and support all levels of employees and lead to the company’s continual growth.
It is essential, Clapton Commercial Construction’s employees have the necessary job skills to allow the company to achieve its goals and become a sought after commercial construction company in Arizona. The first step in this is to identify, using a job analysis, what required job positions are and develop quality job descriptions to use for recruiting talented employees. Job analysis information helps employers seek to identify and hire the most suitable applicants by identifying selection criteria, such as the knowledge, skills, and abilities needed to perform a job successfully (Kleiman & Schurr, 2006). In creating job descriptions, the HR department must think about all of the work the company does; classify each
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