Analyzing Performance Management at KS Cleaners: MGT 520 Case Study

This case study examines the performance management practices at KS Cleaners, a business specializing in laundry and dry cleaning services. The assignment addresses the prerequisites for implementing a performance management process, focusing on employee participation and service consistency. It also explores the development of formal job descriptions for employees at a second shop, outlining the required qualifications and responsibilities for various positions. Furthermore, the study delves into the key features of developing effective performance plans, providing examples of factors to consider when creating these plans for dry cleaners. The analysis emphasizes the importance of planning, setting clear goals, and reviewing employee performance to improve and maintain service quality. The document includes references to support the analysis and provide context for the management strategies employed.

Running head: MANAGEMENT PERFORMANCE
MANAGEMENT PERFORMANCE
Name of the Student
Name of the University
Author Note

1MANAGEMENT PERFORMANCE
Brief Summary of the Case Study
The organization of KS Cleaners are engaged in providing different services to their
customers, like ironing, laundry, dry cleaning of clothes and other works related to repair of
clothes. The main specialization of this business fire is low-cost volume and immediate return of
the clothes after the respective work is done. Apart from Kevin, who is owner as well as the
manager of this business entity, there are 8 employees. 5 of them are rotated among all other jobs
that are present within this business firm, apart from dry cleaning and seam-stress. Hiring is
possible in the general duty posts, as they will not require much training. It can be stated that
focused employees who will help in providing customer satisfaction along with quick
turnaround. The remuneration of the employees who work in this store ranges from a minimum
general wage for the normal duty workers or employees to $20 per hour exclusively for the 2 dry
cleaners. Success of this shop has prompted Kevin to open another store, and research has been
done by him. A new manager will be required to run the new store. Therefore, he has hired the
writer in order to develop the performance management process.
Q1: In the context of KSC, critically evaluate the availability of any pre
requisites to implementing a performance management process.
In this context, it can be stared that the performance management process can be treated
as the overall process of managing or controlling the performances of the employees whom are
working in an organization. This is a continuous process and is performed in order to achieve
better and desired results from the employees, which helps to improve the overall productivity of
that business house. It can be treated as a beneficial tool for the stakeholders of a company,
where all the recommended steps are describe which needs to be followed in order to accomplish

2MANAGEMENT PERFORMANCE
the desired goals (Artawijaya & Darma, 2015). Thus, it can be said that the performance
management process is regarded as the heart of the human resource processes of the business
houses, which helps to focus on the other activities that are performed by other departments of
those business entities.
One of the most important pre requisites that is required before implementation of the
performance system in KS Cleaners is attraction of high level of participation from all the
employees who are working in the single store of this company. In this context, it can be said
that all the employees except Kevin are focused on their respective duties, which has resulted to
taste the success through all kinds of services that are provided by the employees of this business
firm. It can be noted in this context that ironing, laundry, dry cleaning of clothes and other works
related to repair of clothes are the services that are provided by all the employees to a wide
section of satisfied customers. Consistency along with fairness through the services that are
provided by KS Cleaners cam also be identified as another important that is required as a pre
requisite before implementation of the performance management system. But overall, it can be
said that the services provided depend on the seasons and fluctuation in the performances may
occur and it might adversely affect the overall performance management system, if implemented
by Kevin in the existing as well as the soon-to-be-opened store (Karami, Dolatabadi &
Rajaeepour, 2013).
Q2: Discuss your plans for developing formal job descriptions for the
employees at the second shop.
A proper plan need to be developed before hiring the employees for the new store. The
positions need to be hired need to be identified, so that the job summary along with the duties
and responsibilities can be described effectively. It can be noted in this context that the positions

3MANAGEMENT PERFORMANCE
which will be required in the new store of KS Cleaners will be dry cleaners, seam-stresser, front
counter customer service provider, machine loader and clothes sorter. Teenagers has been
identified by Kevin, who is the owner as well as the manager of the existing outlet, as they will
not require much training (Izvercian et al., 2014). The details of the qualifications and skills of
the person who will be hired for employment in the new store, so that the interested people only
can apply for the vacant positions and people who will possess similar kind of experiences only
will apply for the posts. This will fasten the speed of the overall recruitment and selection
process for Kevin and efficient people can be hired for the going-to-be-launched new outlet of
KS Cleaners. But, it can be noted in this context that all the duties and responsibilities for the
people who will be hired for the new store need to be described properly, so that the people can
know about all the details before applying for the selected vacant posts by Kevin in the store of
KS Cleaners (Palanisamy & Vino, 2013).
Q3: Explain key features of developing performance plans for the employees.
Provide examples of factors you would consider in developing such plans for
the dry cleaner.
It has been already discussed that performance management system is an important
system in the business operations of an organization. One of the most important feature of
improving the performance plan for the workers or employees is planning. Proper planning will
help to develop and implement the performance management plan effectively and efficiently.
Clear goals and objectives can be set through this. For example, factors like the number of total
working hours by an employee of KS Cleaners along with the overall productivity of the
particular job that is performed by them need to be considered ethically before developing the
plan for performance management within the working culture of KS Cleaners. The productivity

4MANAGEMENT PERFORMANCE
of the employees also need to be considered by Kevin, so that effective and efficient
performance management system can be planned before implementing it into the system
(Bracken & Church, 2013). Review of the performances also plays an integral role proper
designing of the performance management system for KS Cleaners. If the performances of the
employees who are working in the outlet of KS Cleaners are properly reviewed, then an efficient
performance management structure can be designed and implemented within the working culture
of KS Cleaners. Thus, it can be said that before implementation of a performance management
system, proper review of the performances need to be done so that it will help to maintain the
existing quality of the services that are already provided by KS Cleaners (Belov & Kravets,
2013).

5MANAGEMENT PERFORMANCE
Reference
Artawijaya, I. G. P. A., & Darma, G. S. (2015). Evaluation The Effectivity of Performance
Management Online System to Improving The Employees Performance. Jurnal
Manajemen Bisnis, 12(2), 73-89.
Belov, A. G., & Kravets, A. G. (2013). Business performance management in small and medium
businesses and functional automation. World Applied Sciences Journal, 24(24), 7-11.
Bracken, D. W., & Church, A. H. (2013). The" new" performance management paradigm:
capitalizing on the unrealized potential of 360 degree feedback. People and
Strategy, 36(2), 34.
Izvercian, M., Radu, A., Ivascu, L., & Ardelean, B. O. (2014). The impact of human resources
and total quality management on the enterprise. Procedia-Social and Behavioral
Sciences, 124(0), 27-33.
Karami, A., Dolatabadi, H. R., & Rajaeepour, S. (2013). Analyzing the effectiveness of reward
management system on employee performance through the mediating role of employee
motivation case study: Isfahan Regional Electric Company. International Journal of
Academic Research in Business and Social Sciences, 3(9), 327.
Palanisamy, V., & Vino, J. A. (2013). Implementing overall equipment effectiveness in a process
industry. Indian Journal of Science and Technology, 6(6), 4789-4793.