HR Challenge: Performance Management and the Employee Experience Prepare a 10-12

HR
Challenge: Performance Management and the Employee Experience
Prepare a 10-12 slide
presentation to persuade the company’s owner of the many positive changes that
support the employee experience and the value of performance management. Each
slide should include speaker notes that flesh out the information listed on the
slide.
Assessment Introduction
Scenario
This assessment
examines how to assess the effectiveness of a performance management process
and how to design and manage the employee experience (organization perspective)
in a legacy architectural engineering company.
You work in a founder-based organization. The company designs large
bridges for locations all over the world. It is located in a small town and is
the largest employer in the area. The company has a great technical reputation
in the business, but they have not had a human resources professional working
in the organization until you arrived. The company has a tough, somewhat
dated, approach to many things.
There is no on-boarding process; employees are expected
to start work day one of their employment.
There are no performance appraisals at the end of the
year, and employees who have performance problems are separated and never
get a chance to grow and reach their full potential.
There are no recognition programs and employees seem
confused about how to move up in the organization.
There are promotions, but there does not seem to be any
rhyme or reason as to how people are selected for advancement.
While design and engineering work is detailed and
complicated, no employees have an office. Cubicles are very small and very
close to each other.
Current employees complain they have nowhere nearby to
eat.
For this assessment,
you will be creating a persuasive presentation that is intended to convince
your company’s owner that a modern employee experience is of value. Key areas
such as employee engagement, communication, and performance evaluation should
all be aligned. Employees should be encouraged through robust learning programs
linked to both pay and awards of individual and team recognition rich with
meaning and symbols. Lastly, employees should receive meaningful performance
feedback that focuses on their successes as well as challenges. Feedback should
be presented in a way that encourages the employee and reduces the traditional
stress associated with the performance appraisal process.
Your Challenge
Prepare a PowerPoint
presentation, including speaker notes for each slide, to persuade the company’s
owner of the many positive changes that support the employee experience and the
value of performance management. In the process, consider the organizational
challenges you will face. Also, discuss the potential negative impact
associated with change. How can you make employees feel valued, ensure
they have opportunities for future growth with the organization, and encourage
them to commit to a long-term professional relationship? What can be done to
provide employees valuable performance feedback in a professional and effective
manner that is both fair and objective?
Assessment Instructions
Prepare a 10–12 slide
presentation that states your recommended course of action. Each slide should
include speaker notes that flesh out the information listed on the slide. Along with your recommendation, include the following:
Present an analysis of the organization’s dated
approach to performance feedback and propose alternatives.
Provide a description of the current state.
What are the issues, and what impact are they having?
Describe approaches to resolve the issue of the company
not having any employee rewards and recognition programs.
Determine what courses of action should be used.
Explain what recommendation you would make to respond
to the absence of an onboarding program, its implications, and how to
mitigate issues.
Explain why you selected the course of action.
Describe how you would provide consulting services to
organizational leaders to recognize the value of employee engagement.
Explain the benefits.
Identify the risks of low employee engagement.
Define a plan to implement and support employee
engagement.
What are the purpose and intent?
What steps would you take?
How will you ensure success?
Review the HR Challenge: Performance
Management and the Employee Experience (Organizational Perspective) Scoring
Guide to see the criteria by which your assessment will be evaluated. Before
submitting your assessment for evaluation, review your draft in SafeAssign to check your use of source material.
Submission Requirements
The deliverable for
this assessment applies professional skills in Human Resources Management (HRM)
to workplace situations which you will likely encounter in your day-to-day work
in HRM. As part of your learning, we focus on the development of effective
professional communication skills for the workplace. Your assessment should
meet the following additional requirements:
Length: Your plan should include
10–12 presentation slides, not including the cover slide, title slide, and
resources slide.
The cover slide should include your name, the course
number, assessment title, and date. No other information is required on
this slide.
The title slide should include the title of the
presentation, and a subtitle, if needed.
Each content slide should include speaker notes
expanding on the slide’s content,
The resource slide (reference list) should be the last
slide.
Organization: Make
sure that your assessment writing is well-organized, using headings and
subheadings to organize content for the reader.
Font and font size: Arial
or Verdana.
Keep font size at 24 point or above for slide titles.
Keep font size at 18 or above for headings and
explanatory text.
Resources: Use
at least six scholarly or academic sources.
Evidence: Support
your assertions with data and in-text citations.
APA formatting: Resources
and in-text citations are formatted according to current APA Style and Format guidelines.
Written communication:
Support main points and recommendations with relevant
and credible evidence.
Address the appropriate audience, using familiar,
discipline-specific language and terminology.
Use spell-check and other tools to ensure correct
spelling and grammar.
Competencies Measured
By successfully
completing this assessment, you will demonstrate your proficiency in the
following course competencies:
Competency 1: Develop strategic recruiting approaches
and selection methods to support an organization’s talent goals.
Describe approaches to resolve the issue of the company
not having any employee rewards and recognition programs.
Competency 2: Apply talent mobility practices for an
organization.
Explain what recommendation you would make to respond
to the absence of an onboarding program, its implications, and how to mitigate
issues.
Competency 3: Examine approaches to workforce planning
to determine present and future talent needs.
Describe how you would provide consulting services to
organizational leaders to recognize the value of employee engagement.
Define a plan to implement and support employee
engagement.
Competency 4: Evaluate performance management systems
to align with organizational needs.
Present an analysis of the organization’s dated
approach to performance feedback and propose alternatives.
Competency 5: Communicate clearly, accurately, and
professionally for the HR field.
Support main points and recommendations with relevant
and credible evidence.
Address the appropriate audience, using familiar,
discipline-specific language and terminology.
Scoring Guide
Criteria 1
Present an analysis of the organization’s dated
approach to performance feedback and propose alternatives.
Presents a thorough
analysis of the organization’s dated approach to performance feedback and
proposes alternatives, using uses professionally validated criteria to evaluate
the alternatives.
Criteria 2
Describe approaches to resolve the issue of the
company not having any employee rewards and recognition programs.
Comprehensively
describes approaches to resolve the issue of the company not having any
employee rewards and recognition programs, and includes actual rewards and
recognition elements within the presentation.
Criteria 3
Explain what recommendation you would make to
respond to the absence of an onboarding program, its implications, and how to
mitigate issues.
Evaluates what
recommendation you would make to respond to the absence of an onboarding
program, its implications, and how to mitigate issues.
Criteria 4
Describe how you would provide consulting
services to organizational leaders to recognize the value of employee
engagement.
Describes how you would
provide consulting services to organizational leaders to recognize the value of
employee engagement, providing concrete examples.
Criteria 5
Define a plan to implement and support employee
engagement.
Defines a plan to
implement and support employee engagement, and includes examples.
Criteria 6
Support main points and recommendations with
relevant and credible evidence.
Supports main points
and recommendations with relevant, credible, and convincing evidence.
Skillfully combines virtually error-free source citations with a perceptive and
coherent synthesis of the evidence.
Criteria 7
Address the appropriate audience, using
familiar, discipline-specific language and terminology.
Addresses the
appropriate audience, using familiar, discipline-specific language and
terminology. Uses precise and accurate vocabulary and effective word choice for
articulate, fluent expression.