Assignment: 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 guideline that an organization can utilize to determine these performance, skill, or competency gaps. Explain your guideline and why you believe it would benefit the organization.
Format your assignment according to the following formatting requirements:
1. The answer should be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.
2. The response also includes a cover page containing the title of the assignment, the student's name, the course title, and the date. The cover page is not included in the required page length.
3. Also include a reference page. The Citations and references should follow APA format. The reference page is not included in the required page length.
Refer to this website for an example of strategies:
Reference: eppicinc.files. (1997). Robert Mager, & Peter Pipe, Analyzing performance problems.
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.
Hays, A. (2019, April 30). Management by objectives (MBO).