Performance Management: Evaluating KS Cleaners' Strategies Report

This report provides a critical evaluation of the performance management process at KS Cleaners, a small business offering dry cleaning and repair services. The report assesses the availability of prerequisites for implementing a performance management system, including top management support, well-defined organizational goals, and the identification of key performance indicators (KPIs). It also discusses the development of formal job descriptions for employees in a new shop, emphasizing the importance of clear duties and performance management plans. Finally, the report explains the key features of effective performance plans, such as planning, monitoring, and review, with examples of factors to consider, including agile goal setting and employee development. The report aims to offer practical insights into improving performance management within the company.

Running head: PERFORMANCE MANAGEMENT
Performance Management at KS Cleaners
Name of the Student
Name of the University
Author’s Note:

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Table of Contents
Question 1..................................................................................................................................3
Question 2..................................................................................................................................5
Question 3..................................................................................................................................6
References..................................................................................................................................8

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Question 1
Critical Evaluation of the Availability of any Prerequisites to Implement a Performance
Management Process
KS Cleaners or KSC is a small organization, which provides different services to the
clients like dry cleaning of clothes, ironing as well as few clothing repair works. They have
specialization in the lower cost volume products also ensure that the dry cleaning would be
returned to the clients same day. There are total of eight employees working in the
organization. However, the manager has decided to hire teenagers for general duty positions.
Kevin would be opening a new shop since the business had been an effective one
(Buckingham & Goodall, 2015). For this purpose, it is needed to make sure that they are
comprising of a proper performance management process in their business. This performance
management could be referred to as a constant process that manages the performances of
employees to obtain their expected results. This specific process is extremely advantageous to
all the stakeholders of KS Cleaners to attain the desired objectives. Major focus should be
given to the accessibility of the pre requisites of a performance management procedure in the
business and these vital prerequisites are provided in the following paragraphs:
i) The top management would support as well as commit to the building of new
performance culture within the company.
ii) The organizational goals, vision and mission are well defined as well as understood
by each and every level, so that these distinct efforts are being directed towards proper
realization of different organizational ambition (Mone & London, 2018).
iii) Another significant and important pre requisite of the performance management
procedure in the business includes successful identification of the main performance
parameter and even the definition of every KPI.

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iv) Maintenance of fairness and consistency within the application is the next vital
and noteworthy pre requisite of the process for performance management in the business of
KS Cleaners.
v) Since they are hiring teenagers for the generalized duty positions, the new
employees would not require any type of professional training, on the basis of their
identification of the training requirements from periodical evaluation as well as reviewing of
performances (Shields et al., 2015). It is yet another significant available pre requisite for the
organization of KS Cleaners regarding their performance management process.
vi) Moreover, customer satisfaction is also prevailed in their organization and hence
as a result, it is not a huge issue for the employees to gain success and effectiveness in the
business or perform better without any type of complexity or issue. This particular pre
requisite is also available for the business of KS Cleaners in their performance management
process.

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Question 2
Discussion of the Plan for development of Formal Job Descriptions for the Employees at
the Second Shop
Kevin of KS Cleaners has taken the decision to open a second shop after checking the
high success and performances of his first shop. Different plans for development of the
formalized job description for various employees in the 2nd shop should be made (Noe et al.,
2015). The formal job descriptions should describe the duties to the applicants with required
qualifications. Performance management would also be ensured on a top level. The job
description plan includes discussion on all the duties to be covered by the employees. This
specific plan should be up to date and would be descriptive about the job.
It is an improvement over the HR written job description, which is generally out of
date and is quite tough to maintain. As a result, the employees do not own and utilize it as a
guide. With the help of the new job plan, the employees would get guidance on his or her
working time and also inform about the outcomes (Khamooshi & Golafshani, 2014). The
plan could be used for assessing the employee’s progress for goals and major responsibilities.
It also makes a proper discussion point to discuss their setting goals and objectives for KS
Cleaners. The desired or expected changes to the respective job of the employee in the second
shop would also be involved in the plans.

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Question 3
Explanation of the Key Features of Development of Performance Plans for the Employees
with Examples of Factors considered for developing Plans
Performance management plan is the most significant plan, used by different
companies for the core purpose of aligning their knowledge workers as well as resources for
gaining strategic goals, so that they are able to make sure that organizational short term goals
and long term objectives are being fulfilled in the most efficient manner. It is a specific
system or process that every leader should utilize on a daily basis for completing their job
effectively (Bititci, Cocca & Ates, 2016). A proper working environment would be created in
the business for effective engagement of employees, so that the individuals are becoming
much more productive. A significant system for performance management is being made to
successfully incorporate planning, monitoring and even reviewing of the employees in KS
Cleaners. The key characteristics of development of performance plan for different staff are
provided in the following paragraphs:
i) Plan: The first and the foremost feature of development of performance plans for
different employees in KS Cleaners is proper planning. Significant priorities are being
assessed eventually and the expectations of every individual are being established on a
priority basis. Suitable direction is provided, so that the respective process through which the
performance is being evaluated would be analysed without much complexity or issue
(Bianchi, 2016). Moreover, while making the priorities, the individuals would understand that
the individuals or employees are performing in a proper manner.
ii) Monitor: The second important and significant feature of development of
performance plans for different employees in KS Cleaners is monitor. The system is highly

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effective for its simplified structure and hence a proper approach is being followed related to
the complex features.
iii) Review: Another vital and noteworthy feature of development of performance
plans for different employees in KS Cleaners is reviewing. The plan should be reviewed
properly, so that the efficiency of the future focused leadership of Kevin is being considered
on top priority and the employees would be gaining maximum success without any type of
complexity or issue.
Few factors with examples that should be considered for development of such distinct
plans for the dry cleaner are provided in the following paragraphs:
i) Making Goal Setting Agile: The first and the most significant factor that should be
considered for development of such distinct plans for the dry cleaner is making their goal
setting agile (Gudmundsson, Marsden & Josias, 2016). For example, the goal of their second
shop should be agile and should be made after consideration of different aspects.
ii) Development of the Employees: The existing employees should be developed and
trained, so that they could easily take up the responsibilities of their second shop and Kevin
would not have to send the newly hired teenagers for this purpose. As the teenagers would be
under trained, it is evident that they would not perform better.

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References
Bianchi, C. (2016). Dynamic performance management (Vol. 1). Berlin: Springer.
Bititci, U., Cocca, P., & Ates, A. (2016). Impact of visual performance management systems
on the performance management practices of organisations. International Journal of
Production Research, 54(6), 1571-1593.
Buckingham, M., & Goodall, A. (2015). Reinventing performance management. Harvard
Business Review, 93(4), 40-50.
Gudmundsson, H., Marsden, G., & Josias, Z. (2016). Sustainable transportation: Indicators,
frameworks, and performance management.
Khamooshi, H., & Golafshani, H. (2014). EDM: Earned Duration Management, a new
approach to schedule performance management and measurement. International
Journal of Project Management, 32(6), 1019-1041.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance
management: A practical guide for managers. Routledge.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2015). Human resource
management. Gaining a Competitive.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... &
Robinson, J. (2015). Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.