Week 4
Phone Conversation with Bradley Stonefield
Traci: Hi, this is Traci.
Bradley: Hey, Traci, this is Bradley Stonefield returning your call.
Traci: Hey, Bradley, did you get the recommendations for the pay and benefits strategies I sent over?
Bradley: Yes, I got them and I’m still looking them over, but they look really good so far.
Traci: Great! While you review those, I’d like to have my employees start working on some recommendations for a performance management plan for you. Is that all right?
Bradley: That would be great. What information do you need from me?
Traci: I think I have everything I need, but let me just run through it with you to make sure our information is current. Let me pull up my list. OK…type of business?
Bradley: Limousine service.
Traci: New location?
Bradley: Austin, Texas.
Traci: Current location?
Bradley: Same place.
Traci: Number of employees?
Bradley: Plan for 25.
Traci: Annual Net Revenue?
Bradley: I expect -$50,000 annual net revenue this year.
Traci: Revenue growth?
Bradley: 5%, for a couple of years.
Traci: OK, that’s the information I have on file, so we’re good to go there. We’ll also need to know your turnover rate.
Bradley: Sure. I’m going to predict an annual employee turnover rate of 10%.
Traci: All right. That should be all the information we need right now to come up with some recommendations for you. We’ll get them over to you within the next week or two.
Bradley: That sounds great!
Traci: OK, have a great week.
Bradley: You too.
It's Traci again. This week, I need you to develop a performance management framework to recommend to the client. You'll need to make sure you address the following:
• Alignment of the performance management framework to the organizational business strategy
• Organizational performance philosophy
• The job analysis process you will complete to identify the skills needed by employees
• Methods used for measuring the employee's skills
• Process for addressing
Traci: Hi, this is Traci.
Bradley: Hey, Traci, this is Bradley Stonefield returning your call.
Traci: Hey, Bradley, did you get the recommendations for the pay and benefits strategies I sent over?
Bradley: Yes, I got them and I’m still looking them over, but they look really good so far.
Traci: Great! While you review those, I’d like to have my employees start working on some recommendations for a performance management plan for you. Is that all right?
Bradley: That would be great. What information do you need from me?
Traci: I think I have everything I need, but let me just run through it with you to make sure our information is current. Let me pull up my list. OK…type of business?
Bradley: Limousine service.
Traci: New location?
Bradley: Austin, Texas.
Traci: Current location?
Bradley: Same place.
Traci: Number of employees?
Bradley: Plan for 25.
Traci: Annual Net Revenue?
Bradley: I expect -$50,000 annual net revenue this year.
Traci: Revenue growth?
Bradley: 5%, for a couple of years.
Traci: OK, that’s the information I have on file, so we’re good to go there. We’ll also need to know your turnover rate.
Bradley: Sure. I’m going to predict an annual employee turnover rate of 10%.
Traci: All right. That should be all the information we need right now to come up with some recommendations for you. We’ll get them over to you within the next week or two.
Bradley: That sounds great!
Traci: OK, have a great week.
Bradley: You too.
It's Traci again. This week, I need you to develop a performance management framework to recommend to the client. You'll need to make sure you address the following:
• Alignment of the performance management framework to the organizational business strategy
• Organizational performance philosophy
• The job analysis process you will complete to identify the skills needed by employees
• Methods used for measuring the employee's skills
• Process for addressing