Monthly Archives: February 2023

Option #1: Employee Performance Needs

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 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.

For this assignment:

1. Identify how to determine individual performance management needs.  When responding to this question, consider the role of performance reviews in identifying performance strengths, weaknesses, and areas for opportunities. Think about how performance reviews impact/influence performance management.

2. Often during an individual performance needs assessment, we identify performance issues, skills, or/and competencies that are not being met. Describe how organizations can improve knowledge, skills, and abilities through implementing training and development programs.

3. Identify how organizations can determine the benefits and drawbacks of implemented programs and policies to improve performance. Explain the role of metrics in assessing program quality.

4. Finally, explain the relationship between employee performance and organizational strategy. 

Requirements:

· 5 PAGES

· 5 IN TEXT CITATIONS

· APA FORMAT

· TITLE AND REFERENCE PAGES

View this Ethical Dilemma to learn more about Bill and Joe’s relationship. 

Joe has scheduled a meeting with his management team for next week to talk about the Peninsula Hotel chain contract. He hopes that he will be able to work with them to draft a contract favorable to Peninsula that will ensure its renewal for another year. He is reasonably sure that the contract renewal will ensure his continued success and employment with UWEAR. Bill invites Joe and his family to join them on his yacht for the weekend.

Joe is relieved to get the invitation from Bill because their relationship has been strained lately due to the contract negotiations.

Joe must decide how he will answer Bill’s invitation to join him and his family on their yacht.

Using ethical principles that you have learned thus far to justify your answers, please respond to the following questions in a paper of 500–700 words:  

• What are some reasons why Joe should turn down the invitation?
• What are some reasons why Joe could accept the invitation?
• Does Joe’s relationship with Bill meet the definition of a conflict of interest?

If you were the hiring manager for a corporation or business, reflect on how you would incorporate interview questions for identifying personality and cognitive styles for a job interview. Which questions do you feel work best?

Your journal entry must be at least 200 words. No references or citations are necessary.

Instructions

In this course, you will be creating templates each week that will celebrate your growing awareness of cultural diversity.  The template is a collection of images, videos, and reflections all centered on the weekly theme found in your unit Learning Content.  The template is divided into portions representing different aspects of the humanities including dance, music, literature, art, and others that will create a text reflecting your awareness of cultural diversity.

For the first unit, you will explore your unique contributions to cultural diversity.

• Download the Journey Begins with You Template
• Follow the template instructions
• Demonstrate your understanding of key concepts from the weekly content by including analysis of specific evidence in your responses within the template.
• Use in-text citations and APA formatting for all source material references in your template.
• Upload the completed template to this assessment.
• The grading criteria for this assignment are outlined in the rubric below. 

Estimate time to complete: 3 hours

Note: There is a Template Guide available in the Read me First Module of the course.

 Recommend a strategy (6 pages) for improving a total rewards package for FFH or a selected organization in order to be competitive with other employers and to positively support recruitment and retention initiatives.

Demonstration of Proficiency

By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

• Competency 1: Apply legal standards in human resource management decision making and practice.
  • Explain what legal compliance requirements FFH (or a selected organization) should consider when creating a total rewards package.
• Competency 2: Use data to support human resource management decision making.
  • Analyze components to include in FFH’s (or a selected organization’s) total rewards package.
  • Compare the salary and benefits components with adding an incentive compensation package.             
• Competency 3: Develop human resource management strategy recommendations to support organizational goals in a dynamic environment.
  • Recommend a strategy for compensating FFH’s (or a selected organization’s) management.
• Competency 5: Communicate human resource management needs, opportunities, and strategies with multiple stakeholders.
  • Communicate in a manner that is professional and consistent with expectations for human resource professionals and master’s-level programs.

Preparation

Search websites with pertinent data sources, including the following, for general salary information. Research other career-focused websites for benefits information.

• U.S. Department of Labor, Employment and Training Administration. (n.d.). O*Net online. Retrieved from https://www.onetonline.org/
• Bureau of Labor Statistics. (n.d.). Databases, tables and calculators by subject. Retrieved from https://www.bls.gov/data/#employment

Instructions

FFH is concerned about the competitiveness of its total rewards package. Most store managers and supervisors have been with FFH for over 20 years and have been very satisfied with their compensation. However, while interviewing prospective candidates, the company is getting indications that their total rewards package is not equal to their competitors. You are being tasked with recommending a strategy for improving FFH’s or a selected organization’s total rewards package in order to increase competitiveness with other businesses and to positively support recruitment and retention initiatives. 

Include the following in your total rewards package strategy for HR management and organizational leaders:

• Analyze components to include in the total rewards package. This analysis should include salary and benefits as well as areas beyond compensation. Should FFH or your selected organization lead the market, pay at market rates, or lag behind the market? To move toward the broader definition of total rewards, what two other components should be considered?   
• Compare the salary and benefits components with adding an incentive compensation package. Is there a benefit to including a bonus, commission, or profit sharing as part of FFH’s or a selected organization’s total rewards package?
• Explain what legal compliance requirements FFH or a selected organization should consider when creating a total rewards package.
• Recommend a total rewards package strategy for FFH’s or a selected organization’s management. Do cultural and inclusive practices that support a diverse workforce impact your recommendations? Justify the components you are including.  

Your total rewards package strategy should demonstrate graduate-level writing skills through the accurate communication of thoughts that support a central idea and use of correct grammar and mechanics as expected of a human resources professional.

Additional Requirements

• References: Support your analysis with at least two academic, scholarly, or professional resources 
• Format: Resources and citations are formatted according to current APA style and format.
• Length: Six pages, in addition to the references list.
• Font and font size: Times New Roman, 12 point.

Please see attached

Text book: Generalist Case Management, 5th Edition; Authors: Marianne Woodside

Cengage Learning, ISBN-13: 978-1-305-94721-4

Review the code of ethics for human-service professionals. You can find it online at

https://www.nationalhumanservices.org/ethical-standards (Links to an external site.),

and for counselors at

https://www.counseling.org/docs/default-source/ethics/2014-code-of-ethics.pdf?sfvrsn= 2d58522c_4 (Links to an external site.) 

for guidelines that relate specifically to managed care and working with families and potentially violent clients.

1. What are the guidelines in each of the two codes that relate to working with families?
2. Compare the guidelines from the two codes. What is similar? What is different?
3. How would these guidelines help you resolve the issues presented in the case of Mrs. X and her son and daughter in this chapter (p. 121)?
4. What are the guidelines in each of the two codes that relate to working with violent clients?
5. Compare the guidelines from the two codes. What is similar? What is different?
6. How would these guidelines help you resolve the issues presented in the case of Susan in this chapter (p. 125)?
7. What are the guidelines in each of the two codes that relate to working with managed care?
8. Compare the two codes to this issue. What is similar? What is different?
9. How would these guidelines help you resolve the issues presented in the case of Zhewei in this chapter (p. 133)?

Your community is undergoing leadership change in both political and emergency management arenas. What are some of the changes that may occur with transformational leadership taking place? How can new personal thoughts and ideas make positive social changes for emergency response leadership?

300 WORDS

Instructions

Supporting Lectures:

Review the following lectures:

• Role of Training
• Strategic Training

Introduction:

You are the lead consultant for Human Ecology and Workforce Management Solutions, LLC. Its top HR person has asked you to review the following development and answer the following questions with top management:

Some employees in IBM’s Global Technology Services group received e-mails from the company informing them that a recent evaluation had identified them as the employees who had not kept pace with acquiring the necessary skills and expertise needed to meet changing client needs, technology, and markets. As a result, IBM requires them to dedicate one day a week or up to twenty-three days in total between October 2014 and March 2015 to focus on training. During this time, the employees will take a pay cut, receiving only 90% of their base salary. Once the training is completed, salaries will be restored to full. Employees can either take the training or look for job opportunities within IBM that better match their current skill set.

The employees have reacted negatively toward the program. Some feel the program with its pay cut is unfair because their work has received positive evaluations from their managers. Also, employees noted that all the employees in the workgroup were being assigned to the same training program regardless of their individual skill levels. A few of the employees believe that the training program is a cost-cutting exercise that is being presented as a training program. A spokesperson for IBM emphasized that the salary cut and retraining program was not a standard practice across IBM but affected only a few hundred employees in the US technology services outsourcing business. The purpose of the program is to help employees develop key skills in areas such as cloud and mobile computing and advanced data analytics. Because the program can help employees in the long term to increase their billable hours with clients, IBM believes the salary cut is a co-investment cost shared by both the employees and the company. IBM calculated that it will lose one day of billing each week that the employees are in the training program, which in turn matches 20% of the compensation of the employees involved. So, the 10% pay cut actually splits the cost of training.

Tasks:

• Analyze whether the IBM undertaking is “strategic.”
• Evaluate whether the employees’ salaries should be reduced for the time they attend training programs.
• Evaluate recommendations for additional ways through which the IBM management can convince the affected employees to update and gain new skills.
• Summarize IBMs choices and the effects it will have on the organization.

To support your work, use your course and textbook readings and also use the South University Online Library. As in all assignments, cite your sources in your work and provide references for the citations in APA format.

Submission Details:

• Create a 2–3-page Microsoft Word document.
• Name your file as SU_HRM5060_W1_Project_LastName_FirstName.

Conduct research on the Society for Human Resource Management (SHRM).

What is its role and purpose as it relates to assistance it can give to human

resource personnel members to help them effectively and efficiently complete

their tasks and duties?

APA

250 Words

3 sources