Answered You can buy a ready-made answer or pick a professional tutor to order an original one.

QUESTION

Development plan

Assignment: Development Plan

The best-laid plans are always subject to disruption, especially when outside parties, tight deadlines, and too many people are involved. When employees do not understand their jobs’ connections to the organization’s outcomes, sometimes managers have to redirect and refocus the employees. This week’s project will help us clean up a mess caused when an outside vendor and two internal employees dropped the ball on mailing an important package by a critical deadline.

To prepare for this Assignment, you will examine the “Missed Pickup Means a Missed Opportunity for 30 Seeking a Fellowship,” provided in this week’s resources. Then, you will prepare needs assessments to analyze two employees’ current skill levels, and a gap analyses on what should have happened, and what did happen in the scenario. Based on the needs assessment, you will address how to improve the performance of the mailroom specialist and the administrative assistant in their current jobs. Finally, you will create two performance improvement plans that outline for both employees their expected behaviors, metrics for improvement, steps they will take, consequences for not meeting the plan’s expectations, and their managers’ role, according to an established form.

Note that PIPs are a bit different from individual development plans (IDP), which are career management documents. Using an IDP, an employee creates a plan to develop skills over time, to prepare for new job opportunities, or promotions. Rarely are IDPs properly used to correct a missed step in work processes. PIPs are used when mistakes happen that are so egregious that the manager needs to put the worker on notice that the behavior must stop; they give the employee a plan of action.

As HR manager, draft the PIPs, along with instructions to the manager on how he or she should conduct a meeting with the employees about improvements and consequences. Your paper should include the following:

1.    Introduction, briefly summarizing what happened.

2.    Needs assessment with gap analysis (for both employees).

3.    PIPs for both employees (create two Appendices for these – Appendix A and B).

4.    A set of instructions for the manager on what s/he should do to implement the PIPs.

5.    No conclusion is required – this is a work-based document, parts of which will go into the employees’ files.

Use the course resources to assist you with this paper. Include a reference and title page. Use APA.

By Day 7

Show more
excellenttutor173
excellenttutor173
  • @
  • 1 order completed
ANSWER

Tutor has posted answer for $30.00. See answer's preview

$30.00

************* PLAN  Name:Course:Instructor:Date:Development PlanIntroductionA ********** happened that *** ** **** ******** missing *** ******** ***** offered ** ********* **** *** ****** for denial of *** ***** *** ***** ***** *** * need ** ********* why **** ********* *** ** ****** *** that ** was * mistake ** ** ******** University *** the FedEx ******* ******** ** ** ** ********* ** *** ***** *** ***** was *** to the ******* ** *** ***** *** *** ******* to **** up of the applications ** **** by *** FedEx Company **** shows that there ** a **** ** develop * **** **** **** improve the *********** ** *** ******* ************** ********** ********** **** *** ************* ********** ********** *** ************ present ********** level ********* ** the ********* ** *** ***** that ****** *** degree ** ***** to *** ******** ***** in *** current **** within the *********** *** ********* between *** ******** and *** current ******* ****** **** ********* *** **** *** ******** This ***** ***** *** aspect of the ***** ********** *** gap ************** ****** ***** ********** 2013)Gap ******** encompasses *** ********** the present ********* ** *** employee *********** ** ****** *** ********* **** **** **** ** ******** *** the *** *** *** is *** difference ******* **** ** expected and *** ******* ***** ***** ***** ** ****** its failure ***** ********** considering the weight *** issue carried Needs ******** ** *** both employees in both organizations ****** ** ********* ** ensure **** the ******** do *** ****** ***** as **** ** ******** ***** competenceThe best ******** to *** *** **** is ***** ************** *** self-evaluation ***** ******* *** **** ** *********** to conduct **** analysis Reviews *** * generalized format *** can ****** be ** the electronic **** ******* ** *** **** ** **** *** ***** ***** employees **** ******** on ******** ******** ********* **** **** ** ** ***** what ***** ****** **** ** ******* ****** ** giving *** ******** ** *** ********* *** opinions ********* should ** considered ********* ** *** ************* *** both ******************** ****** **** ** * *** that provides ** *** ********* *** *** struggling * ****** to ******* while ***** being **** *********** *** ***** **** ******** **** ** **** *** it ** not ****** ***** *** **** performance *** occurred ** ******** * ******* development ** ****** **** reviewing *** ****** **** meeting *** ********* employee follow up *** the ********** *** ******* *** ********** ****** ** objective in developing *** plan *** ******** *** ******* ****** **** * ***** ****** **** ***** ** subject ** **** **** **** **** **** the employee *** *********** drawing *** *** ***** ******** policies ******* to ******** the ****** ** behavior *** their ****************** Spivak & Franchetti ***** ** **** *** supervisor ****** ********* ** *** employee ***** **** ********* ** ******* *** *********** ***** party ****** ** the *** ****** be ********* ** ****** that *** **** is *** ****** and **** it ** emotion-free After ******* **** the ******** follow ** ****** ********* ** **** to ****** ** ******** towards *** established ********** ** the ******** ** not ********* ** has failed ** ****** ** the performance improvement **** *** *** ** ****** and *** ****** ****** ******* ** ********** ******* ** *** ******** is real *** *** ****** be ****** and employee ******* ** proceed with the *** *** *** **** *** ** ***** ** ********** * *** ******************** * ****** * ***** ********** M J (2013) ****** *********** for ********** ********* ******* * ******* ******* **************** D * (2004) ****** ****** ***** * Missed Opportunity *** 30 ******* a ********** *** *** York ***** 1  Appendix ****** courier ******** *** ** ***** with ******* ************************** ** October *** **** ** ******* ********** *********** ****** that **** ******** ** ** ********* ** **** ******* *** reason *** **** ******** ****** ******** ********* ** *** *********** ** ***** However **** ** not ** ****** *** *** **** *********** as *** ******* ** ***** *** its competence ** *** ******** ** *** ************ **** ********** *** results: *** ******** will undergo ******* ******* ******** program with *** quality manager **** **** from * am ** 12 ** ***** training **** cover *** ******** performance and *** conventional ********** of delivery ******* ******* month ****** will be ********* to ensure **** *** ******** ** ** ***** *** employee ****** ****** ** *** supervisor ***** **** ** **** ***** ** a ********* **** *** ****** *** attainment of *** goals ** *********** ** ******* ** *** *********** *** *** ****************** the PIP: *** ******** ********* ** *** ******** and recognized *** importance ** the advice **** *** coaches *** the *********** *** organizational ************ were ******** ** *** ******** Due ** * mistake *** ******** ********* in *** second ****** ***** a tactic *** had ******* ***** ****** ******** *** *** *** ******* ** notify *** ********** **** *** *** **** ******** *** ***** ************* BUC ******** ********** PIPActionsConcern: ** ******* *** university *** to ****** ************ *** * ******** ***** *** thirty ******** ****** previous ***** the courier ******* which ** **** *** ******** for delivering ****** did *** **** in time ******* ********* *** an ***** ** our *********** ************* **** objectives *** ******** the ********* **** **** with the time ********** **** ** ******* ******** from 12 ** ** 3 ** These ******** **** ***** *** expected *** ** ******* **** *** ******* ******** **** ******* month ****** will ** performed ** ****** **** *** employee has **** the alternative ******** ******* ***** include post office means *** ******** ****** ****** to the ********** ***** **** ** **** ***** is * roadblock that *** affect *** attainment ** the ***** ****** ******** will determine whether the ******** ** doing wellExtending the PIP: *** employee ********* ** *** training *** ********** *** ********** of *** ****** from the ******* *** the *********** *** ************** ************ were *** ** *** ******** *** ** * ******* *** ******** ********* ** *** second ****** ***** a tactic she *** ******* weeks ****** starting *** *** *** ******* ** ****** the ********** **** *** *** **** ******** for ***** *********

Click here to download attached files: DEVELOPMENT PLAN.docx
or Buy custom answer
LEARN MORE EFFECTIVELY AND GET BETTER GRADES!
Ask a Question