Assessment 2 Instructions : Performance Management and Training
Assessment 2 Instructions : Performance Management and Training
Write a 7-10 page research paper on the topic of performance management and training for an organization of your choice.
Introduction
It is essential for members of management to understand the important of conducting performance reviews. An effective performance management system is a big component of improving employee performance, which ultimately adds to the bottom line of the organization. Failure to communicate performance expectations and achievements to employees could cause them to be unaware of the expectations or how they can improve. Additionally, formal performance management and training is imperative to help protect an organization against legal claims.
Preparation
Research the topic of performance management and training for an organization of your choice. Performance management includes the supervision of employees and ongoing goal setting, training, and measurement to meet individual and organizational objectives. A minimum of five resources are required to support your work.
Scenario
Choose an organization to use for this assessment. It can be where you are currently employed or a company with which you are familiar. It must be an organization that is researchable, as you will need to gather and analyze information to complete the assessment. You may use the same organization for the other assessments in this course.
If you choose the organization where you are currently employed, please keep in mind that the analyses you make must be based on facts that can be documented rather than your personal opinion as an employee.
Contact your faculty if you have questions.
Instructions
Write a research paper based on your research into the performance management system, which includes training, of the chosen organization. In your paper:
• Describe the performance management system currently in place.
• Explain how the performance management system is explained and communicated to employees.
• Analyze how the current performance management system is effective for the organization or why it needs to be changed. If the system needs to be changed, discuss how current trends of performance management could be incorporated into the current system.
• Explain the differences between formal and informal performance feedback processes.
• Analyze best practices to improve employee performance.
• Analyze the importance of training to meet organizational needs and performance goals.
• What should be considered in designing an effective training program?
• Explain how training and performance management protect an organization from possible litigation.
• What types of litigation might arise?
Note: You must address all the required elements of this assessment. If details for any of the bulleted points are unavailable, research the topic and present recommendations you believe would be best for the organization, along with your supporting rationale.
Additional Requirements
Your assessment should also meet the following requirements:
• Length: 7-10 typed, double-spaced pages, in addition to a title page and reference page.
• Written communication: Communicate in a manner that is scholarly and professional. Your writing should be:
• Concise and logically organized.
• Free of errors in grammar and mechanics.
• Validation and support: Use a minimum of five relevant and credible scholarly or professional resources such as the Wall Street Journal to support your work. These resources should not include the resources found in the course.
• APA format: Format all citations and references in accordance with current APA guidelines. Refer to the Evidence and APA Campus page for guidance.
Competencies Measured
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
• Competency 1: Apply human resource strategies to business needs.
• Explain how training and performance management protect an organization from possible litigation.
• Analyze how the current performance management system is effective for the organization or why it needs to be changed.
• Competency 2: Analyze core functions of human resource management.
• Describe the performance management system currently in place and how the performance management system is explained and communicated to employees.
• Explain the differences in formal and informal performance feedback processes.
• Competency 3: Analyze the strategic value of human resource management within a competitive global business environment.
• Analyze best practices to improve employee performance.
• Analyze the importance of training to meet organizational needs and performance goals.
• Competency 4: Communicate effectively in a scholarly and professional manner.
• Apply APA formatting to in-text citations and references.
• Convey purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards.
Resources: Training and Development
Read about how to train remote employees, various training methods to use, and how to best implement a training program within a department or organization.
• Apostolopoulos, A. (2020, May 18). How to develop a highly interactive online training program. TalentLMS. https://www.talentlms.com/blog/how-create-interactive-online-training-program/
• Beus, B. (2019). Top best practices for training and development. eLearning Industry. https://elearningindustry.com/best-practices-for-training-and-development
• Colman, H. (2020, April 10). How to train remote employees: A complete guide. iSpring. https://www.ispringsolutions.com/blog/how-to-train-remote-employees
• GetSmarter. (2019, January 24). Employee training and development: The benefits and why it’s important. GetSmarter Blog. https://www.getsmarter.com/blog/employee-development/employee-training-and-development-the-benefits-and-why-its-important/
• Grensing-Pophal, L. (2019). Training: A look at some top companies and best practices. HR Daily Advisor. https://hrdailyadvisor.blr.com/2019/11/25/training-a-look-at-some-top-companies-and-best-practices/
• Neendoor, S. (2019). 5 ways to create effective interactive training content. Kitaboo. https://kitaboo.com/create-interactive-training-content/
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link.
• Chapter 8, “Developing Employees for Future Success,” pages 228–260.
• Chapter 7, “Training Employees,” pages 193–227.
• Rozillis, S. (2017, September). 9 ways to support and scale employee training with video: Using video in employee training. Technology Enabled Learning Excellence Essentials.
Learn about different training methods and interview tips and tricks in these Capella media pieces:
• How to Interview: Tips and Tricks for the Novice and the Pro.
• Training Methods.
These resources explain key components of managing employee performance and current trends in performance management.
• Cardy, R. L., & Munjal, D. (2016). Beyond performance ratings: The long road to effective performance management. Industrial and Organizational Psychology, 9(2), 322–328.
• Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2020). Fundamentals of human resource management (8th ed.). McGraw-Hill. Available in the courseroom via the VitalSource Bookshelf link.
• Chapter 10, “Managing Employees’ Performance,” pages 289–321.
• Chapter 9, “Creating and Maintaining High-Performance Organizations,” pages 262–288.
• Reinboldt, M. (n.d.). Performance management trends for 2021. SelectHub. https://www.selecthub.com/hris/employee-performance-management/performance-management-trends/
Learn about the process of performance management in the following Capella multimedia presentation:
• Process of Performance Management.
Resources: Managing Performance
Performance Management and Training Scoring Guide
CRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED
Describe the performance management system currently in place and how the performance management system is explained and communicated to employees. Does not identify the performance management system currently in place or how the performance management system is explained and communicated to employees. Identifies but does not describe the performance management system currently in place and how the performance management system is explained and communicated to employees. Describes the performance management system currently in place how the performance management system is explained and communicated to employees. Analyzes the performance management system currently in place for its effectiveness and how the performance management system is explained and communicated to employees using relevant organizational examples.
Analyze how the current performance management system is effective for the organization or why it needs to be changed. Does not analyze how the current performance management system is effective for the organization or why it needs to be changed. Identifies but does not analyze how the current performance management system is effective for the organization or why it needs to be changed. Analyzes how the current performance management system is effective for the organization or why it needs to be changed. Analyzes how the current performance management system is effective for the organization or why it needs to be changed with supporting rationale.
Explain the differences in formal and informal performance feedback processes. Does not identify the differences in formal and informal performance feedback processes. Identifies but does not explain the differences in formal and informal performance feedback processes. Explains the differences in formal and informal performance feedback processes. Analyzes the differences in formal and informal performance feedback processes and summarizes possible process improvements for the organization.
Analyze best practices to improve employee performance. Does not describe best practices to improve employee performance. Describes but does not analyze best practices to improve employee performance. Analyzes best practices to improve employee performance. Analyzes best practices to improve employee performance and cites resources to support the analysis.
Analyze the importance of training to meet organizational needs and performance goals. Does not describe the importance of training to meet organizational needs and performance goals. Describes but does not analyze the importance of training to meet organizational needs and performance goals. Analyzes the importance of training to meet organizational needs and performance goals. Analyzes the importance of training to meet organizational needs and performance goals and uses organizational examples or resources to support the analysis.
Explain how training and performance management protect an organization from possible litigation. Does not identify how training and performance management protect an organization from possible litigation. Identifies but does not explain how training and performance management protect an organization from possible litigation. Explains how training and performance management protect an organization from possible litigation. Analyzes how training and performance management protect an organization from possible litigation with supported rationale and specific examples.
Apply APA formatting to in-text citations and references. Does not apply APA formatting to in-text citations and references. Applies APA formatting to in-text citations and references incorrectly and/or inconsistently, detracting noticeably from good scholarship. Applies APA formatting to in-text citations and references. Exhibits strict and nearly flawless adherence to APA formatting of in-text citations and references.
Convey purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. Does not convey purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and writing scholarly standards. Conveys purpose in an appropriate tone or style. Clear, effective communication is inhibited by insufficient supporting evidence and/or minimal adherence to applicable writing standards. Conveys purpose in an appropriate tone and style, incorporating supporting evidence and adhering to organizational, professional, and scholarly writing standards. Conveys clear purpose in a tone and style well-suited to the intended audience. Supports assertions, arguments, and conclusions with relevant, credible, and convincing evidence. Exhibits strict and nearly flawless adherence to organizational, professional, and scholarly writing standards.
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