DEVELOPING AND REWARDING EMPLOYEES

In an interview with Dr. Edward Hallowell (Harrison, 2011), he discussed his Cycle of Excellent as a five-step process that managers can use to foster high performance in their organizations.

To manage employees, managers must first employ them, which is the first stepSelect; however, the key point here is that the new potential employees selected must fit the current culture of the organization. How does one know if they do? When managers conduct job interviews, they can often tell by the candidates answers to the questions whether they are a fit or not. However, sometimes people get through the hiring process that perhaps do not turn out to be a fit. This is one reason why a probationary period is often worked into a job offer.

Another way to determine if a new employee fits in the organization is if they have connected with it, and this is the next step of Hallowells five-step process, (2) Connect. Does your new hire speak positively about the organization? If the answer is yes, then they have likely created the beginning of a connection with their coworkers, manager, and the organization.

The next two steps, (3) Play and (4) Grapple and Grow, go together because they are actions taken by employees along with their managers. Managers provide Play opportunities for employees to excel in tasks, but it is up to the employees to have fun doing them through newly acquired advanced skills and creativity. Increasing their skills through play leads to the fourth step, Grapple and Grow. This is when employees stretch their current skill level by taking on more difficult projects. These growth opportunities go a long way to increase job satisfaction and productivity levels.

The final step, Shine, occurs when managers recognize employees for a job well done. Recognition comes in a variety of forms, such as a thank you said during a staff meeting, a gift card, an up-close parking space, or something else valued by the recipient.

Reference: Harrison, J. (2011, March). Interview with Edward M. Hallowell, MD, author of Shine: Using brain science to get the best from your people. Human Resource Management International Digest, 19(4), 43-45. Available in the Trident Online Library.

Case Assignment

Draw on the material in the background readings and do additional research to prepare a magazine article in which you do the following:

• Analyze the five steps of the Cycle of Excellence and use it as a starting point to create your own cycle of excellence.
• Discuss how the cycle of excellence you have developed is the optimum approach for managing human capital.
• The magazine article you are writing should be similar to an article you might find in TD: Talent Development (magazine of the Association for Talent Development) or in HR Magazine (magazine for the Society for Human Resource Management, SHRM). Both are found in the Trident Online Library.
• Utilize at least three other reference sources to build your article. Cite sources within your paragraphs and include them in a References list at the end of your article. (Note: Even though practitioner magazine articles at times do not cite sources or have a reference section, they are needed for our academic purposes. See the Introduction to APA 7th Edition for additional information.
• Include a cover page and a reference page. Note that the deliverable for this assignment is not an essay paper, but rather a journal article formatted like other published journal articles. (Hint: Most articles are written in columnar form.)

Citation and reference style instructions are available at https://owl.english.purdue.edu/owl/resource/560/10/. Also see Trident University’s Introduction to APA 7th Edition

You will find the following useful as you critique sources:

Cornell University. (2015). Critically analyzing information sources: Critical appraisal and analysis. Retrieved from http://olinuris.library.cornell.edu/ref/research/skill26.htm

Cornell University. (2014). Evaluating Web sites: Criteria and tools. Retrieved from http://olinuris.library.cornell.edu/ref/research/webeval.html

Additional Resources

Train people well enough so they can leave. Treat them well enough so they dont want to. Richard Branson

Source: Hyacinth, B. (2019). Treat employees like assetsnot liabilities. LinkedIn. https://www.linkedin.com/pulse/treat-employees-like-assets-brigette-hyacinth

Mastering and applying talent management information is crucial to helping managers create an effective performance management and measurement system. Firms often use performance management systems to properly identify the success of their employees. Success in the workplace is often defined by an individual’s ability to live up to the demands of his or her position. With proper job analysis, it should be easy to quantify the level of success or failure that each employee has reached toward performing or exceeding job expectations.

Assessing Employee Performance

What is the value of performance appraisals? Read the following for benefits of conducting appraisals:

KPI. (n.d.). 9 benefits of the performance appraisal. KPI. https://www.kpi.com/blog/2016/01/18/10-benefits-of-the-performance-appraisal-system/

It is no surprise to learn how critical it is to develop employees so that they perform their jobs at top effectiveness and efficiency. It is a continuous process of improvement and an opportunity to provide human capital with the updates and insight needed to be successful on the job.

In what ways can we be most effective in evaluating performance?

Read the following for tips to improve:

Heathfield, S. (2019). Tips for transferring training to the workplace. The Balance Careers. https://www.thebalancecareers.com/training-can-make-a-difference-tips-during-training-1919303

There are times, however, when performance problems occur. Read the following, which features a concept called the Seven Factor Model. This model can be used to assess problems with performance and to identify how to address them.

Bacal, R. (n.d.). Performance enhancement: Diagnosing performance problems. The Performance Management and Appraisal Resource Center.
http://performance-appraisals.org/Bacalsappraisalarticles/articles/diagper.htm

Lets continue on to the topic of Training and Development.

Training and Development

Read Employee Training and Development, and the following article:

Doeze Jager-van Vliet, S. B., Born, M. P., & van der Molen, H. T. (2019). Using a portfoliobased process to develop agility among employees. Human Resource Development Quarterly, 30(1), 3960. Available in the Trident Online Library.

Heathfield, S. (2019). Tips for transferring training to the workplace. The Balance Careers. https://www.thebalancecareers.com/training-can-make-a-difference-tips-during-training-1919303

Ohunakin, F., Adeniji, A. A., Ogunlusi, G., Igbadumhe, F., Salau, O. P., & Sodeinde, A. G. (2020). Talent retention strategies and employees behavioural outcomes: Empirical evidence from hospitality industry. Business: Theory & Practice, 21(1), 192199. Available in the Trident Online Library.

You may also find the following recognition and reward sources helpful:

Employee Recognition and Rewards

Chordas, L. (2020). Giving back: Insurers have found creative ways to reward their employees and give back to their workforces during the COVID-19 pandemic. Bests Review, 121(12), 96. Available in the Trident Online Library.

Kazoo. (2021, March 4). 5 heartfelt employee appreciation ideas [Video]. YouTube. https://youtu.be/rJU48s_sg0U

Kollmann, T., Stckmann, C., Kensbock, J. M., & Peschl, A. (2020). What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management, 59(1), 101115. Available in the Trident Online Library.

Newman, S. (2019). A token of appreciation. TD: Talent Development, 73(8), 11. Available in the Trident Online Library.

And, finally, read the following from the Society for Human Resource Management about company gifts to employees that just might not be appreciated.

Wilkie, D. (2020). Company gifts that workers hate [Video]. SHRM. https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/gifts-workers-hate-.aspx

Module 3 Summary

In Module 3 we will examine the importance of developing and rewarding human capital so that they perform their jobs at top effectiveness and efficiency. It is a continuous process of improvement and an opportunity to provide human capital with the updates and insight needed to be successful on the job.

You are getting closer to finishing this course! Do you need a boost to jump in and finish Module 4? The following video just might be the one to keep you walking toward your goal, to keep you working toward your degree, to keep you moving toward top effectiveness and efficiency on the job you have promised to do.

Scott, B. L. (2019, May 20). Ive come too far to quit [Video]. YouTube. https://www.youtube.com/watch?v=5aPntFAyRts

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