Homework
This module takes a look at performance management, talent development, and organizational development.
Performance Management
Performance management involves more than merely performance appraisals. What does successful performance management look like, not only in the United States, but in the global settings that so many organizations are competing in today? This is a fascinating and complex question; one that you will gain insight into through your work in this module.
Performance management activities are at many levels in an organization-individual employees, groups of employees, department programs, unit processes, and the organization as a whole. Focusing on turning goals into results, the function of performance management addresses many facets of performance to create and sustain an effective results-oriented culture. In a nutshell, performance management helps to raise individual performance, enhance employee and supervisory development, and increase organizational effectiveness.
The steps in this process are:
a) identify performance standards and expectations
b) observe and comment on activities as they relate to the expectations
c) conduct performance evaluations
Coaching is an effective way to help employees increase their performance levels. Supervisors and other mentors who observe and provide detailed feedback play a critical role in employee success and motivation to meet performance expectations.
Performance appraisals (evaluations) are an important part of the communication process with the employee, which involves reviewing past performance and the employee's job satisfaction, and planning for the employee's future performance.
Talent Development
Employee talent development programs (training and development) are key areas in the domain of Human Resource Management. In some organizations, these functions are contained within a dedicated department that may be called Talent Management, Training, Organizational Development, Human Resource Development, Organizational Effectiveness, or Organizational Learning, among other titles. Ideally, this function is well linked with the human resources function, whether in a separate department or housed within the HR department itself.
Although the distinction is somewhat arbitrary, training is typically focused on acquiring and/or strengthening specific skills within a short time-frame either on-the-job or in a classroom setting, whereas development is embedded in the relationship between the manager or team leader and his/her staff or team members, and involves an iterative process through education, coaching, feedback, and reflection over time. Both of these ideally facilitate employee learning, but in different ways and involving different types of knowledge.
Most of you have experienced training and development activities in the organization(s) you have worked for over time. Some of you have even been involved in creating, implementing, and/or evaluating these programs and activities. Employee training and development often begins with the on-boarding process, which includes orienting new employees to the company, department, and job. It continues through various forms of training in acquiring new skills and capacities, for example specific technical skills. Ideally, it also involves ongoing development through coaching and feedback processes over time.
Organizational Development (OD)
a) A growing field of Human Resource Management.
b) Focuses on understanding and managing change to increase the organization's effectiveness.
c) OD philosophy: functions throughout an organization, individually and collectively, impacting each other as well as the external environment.
d) People and their collaborative efforts are key features of any OD intervention.
Organizational development and design elements, such as organizational diagnostics and evaluation, strategic thinking, culture change, change management, coaching, mentoring, leadership development, team building, organization design, performance management, talent management, HR processes, and customer services all are part of a holistic OD intervention.
In this Case homework you will continue on with The King Company, applying critical thinking skills to analyze and critique the company's situations. As you do so, keep in mind how the assumptions, values, and norms of individuals as well as the behavioral norms and behavioral patterns of the work groups all feed into the culture of the organization.
In SLP the focus is on the importance of evaluating the training and development that is offered. In this homework there should also be consideration given to how T & D activities feed into a company's successful performance management and organizational development processes.
Module SLP: PERFORMANCE/TALENT MANAGEMENT; CHANGE MANAGEMENT-CONSULTING-OD
It is important for HRM professionals to keep up on the HRM field. In this SLP homework, you will be investigating an HRM practitioner publication, TD (Talent Development). It is the main publication of the Association for Talent Development (ATD)-a well-known association dedicated to professionals in employee training and development.
Select an article of your choice, published within the past three years, related to one of these topics.
o Performance management
o Talent management
o Change management
o HR consulting
o Organizational development.
Discuss the following:
What main points does the author (or authors) make? Do you agree? Why or why not? What would make this article stronger? Bring in at least one other author viewpoint on the topic (from your background readings or library research), comparing or contrasting it to the article that you read.
You have a choice for the format of your submission, either submit:
i. An essay format (2 to 3 pages, not counting the cover page or the Reference page) which includes an introduction and conclusion.
or
ii. A PowerPoint presentation with speaker notes on each slide. Not counting the cover slide or the Reference slide, your slide presentation should be 3 to 5 slides.
Format your homework according to the following formatting requirements:
o The answer should be typed, using Times New Roman font (size 12), double spaced, with one-inch margins on all sides.
o The response also includes a cover page containing the title of the homework, the student's name, the course title, and the date. The cover page is not included in the required page length.
o Also include a reference page. The Citations and references must follow APA format. The reference page is not included in the required page length.
Attachment:- MODULE-Background.rar