Evaluating Employee Performance Needs - Employee Performance Needs Presentation A critical aspect of a performance management system is to create an organization in which employees can maximize their

Evaluating Employee Performance Needs - Employee Performance Needs Presentation

A critical aspect of a performance management system is to create an organization in which employees can maximize their potential. Often maximizing employee potential requires negotiating requirements and performance standards, outcomes, and measures for and with employees. This week, we focus on identifying employee performance issues or skills and competency gaps and how we can address employee performance needs, while making an impact on the organization’s strategy.

As an HR Development professional, you have been tasked with creating a presentation to mid-level managers about performance needs assessments and strategies for performance improvement. In your presentation:

1. Explain      the relationship between performance management results and HR processes.
2. Provide      a scenario in which an employee is not excelling in his/her role. Based      upon the performance gaps identified, explain how HR and management can      create programs to improve performance.
3. Often      during an individual performance needs assessment, we identify performance      issues, skills, or competencies that are not being met. Create a      rubric/guideline that an organization can utilize to determine these      performance, skill, or competency gaps. Explain your guideline/rubric and      why you believe it would benefit the organization, as well as how the      information in the rubric aligns with the needs of the employee scenario      described in point 2.

Please refer to this website for an example of strategies:

Reference: eppicinc.files. (1997). Robert Mager, & Peter Pipe, Analyzing performance problems. Retrieved from https://eppicinc.files.wordpress.com/2012/12/magerpipeflowchart2.jpg

Requirements:

1. Develop      a 12 slide presentation, not including the title and reference pages,      which are required.
2. You      must include a minimum of two paragraphs of notes, within the speaker’s      note section, to enhance your slide and prevent clutter, realizing this is      a slide presentation for leadership.
3. Your      presentation must be properly cited and formatted according to the APA      format.
4. Include      a formal references page. This is an individual paper; however, you should      reflect on our discussion forums and incorporate ideas from there, as      appropriate.
5. You      must support your analysis with at least 3-4 scholarly references and can      include resources from this course.
6. You      cannot use Wikipedia or any CSU-Global assignment. For this assignment, a      credible source is defined as:
   • A       scholarly or peer-reviewed journal article.
   • A       government-based website or publication.
   • A       trade or industry journal article, publication, or website, including       those from trade organizations such as SHRM.org and TD.org.

Fareed, M., Noor, W. S. W. M., Isa, M. F. M., & Salleh, S. S. M. M. (2016). Developing human capital for sustainable competitive advantage: The roles of organizational culture and high performance work system. International Journal of Economic Perspectives, 10(4), 655-673.

Gostick, A., & Elton, C. (2009). The carrot principle: How the best managers use recognition to engage their people, retain talent, and accelerate performance. New York, NY: Simon & Schuster.

Read pages 79-93.

Patterson, K., Switzler, A., Grenny, J., & McMillan, R. (2011). Crucial conversations: Tools for talking when the stakes are high. New York, NY: McGraw Hill.

Read pages 103-132.

Douglas, A. (2016). Training and development in performance management. Human Resources Magazine, 21(2), 37-38. Retrieved from http://www.mondaq.com/NewZealand/x/578890/employee+rights+labour+relations/Training+and+development+ in+performance+management

Hays, A. (2019, April 30). Management by objectives (MBO). Retrieved from https://www.investopedia.com/terms/m/management-by-objectives.asp