Gloria, grow your staff presentation, week 6Presentation Transcript
Grow Your StaffEva GloriaUniversity of Phoenix - HRM 531
Identifying Operational Gaps By conducting an gap analysis, we can compare expectations with current levels to identify if an operational gap exists within an organization. Gap analysis tool can be used to assess operational excellence in areas that include: Human Resources Information Technology Business direction & processes Gap analysis will provide insight into areas that can be improved and therefore allow us to create and implement a strategy to avoid operational gaps in the future.
Identifying Operational Gaps Create and implement an plan that will align organizational goals and business objectives with an employee’s professional goals for optimum results. Provide managers with training to promote cohesive work environments that motivate employees to achieve organizational goals. Considering employees strengths, weaknesses, goals and developmental needs and setting goals through performance appraisals will be beneficial is closing operational gaps.
Employee Development Plan Conduct an employee performance appraisal twice per year to measure employee development. Create an employee self-assessment questionnaire. Information from employee self- assessments can help guide discussion for future goals and any performance issues. Using performance appraisals enables an organization to see what areas an employee needs for development and create a development action plan. Performance appraisals are a great way to determine if an employee is on or off track.
Development Actions Create development opportunities to enhance employees skills and abilities. Provide opportunities through a series of : Training Cross-Training Projects 360 degree feedback Take steps to monitor employee progress. Observe how the employee performs and take a positive approach to correcting actions that should be done differently in addition to providing praise on what is done correctly. Create an open door policy allowing employees to speak to managers when they are in doubt about tasks and need a boost of confidence. Encouraging employees with an open door policy to let them know you are there to help will benefit the organization in the long run.
Employee Performance Evaluations Employee appraisals are a great way to identify performance gaps and establish goals for the upcoming year. Appraisals allow managers to recognize an employees key strengths and accomplishments. Managers can communicate any challenges or development opportunities for the employee. An overall performance summary can determine if the employee is on track with his or her performance or requires additional training and development for the position. A course of action can be created from the findings in an performance appraisal.
Employee Evaluation Worksheet
Feedback on Employee Evaluations Be specific by providing accurate examples that illustrate ways in which the employee was or was not effective in certain instances. Describe substantively the action/behavior for which feedback is being provided. Clarify and define an alternative way of acting/behaving that would result in improved performance. Pinpoint areas in which you feel improvement would benefit the employee and the organization.
Employee Evaluations & Organizational Goals Employee evaluations allow management to outline expectations and set goals for employees. Evaluations help bridge operational gaps between current performance and performance necessary to meet organizational goals. Evaluations provide a clear understanding and help avoid conflicts. Feedback provides employees with great insight aimed at employees long-term success. Emphasis is placed on providing employees with actionable feedback not ineffective feedback.
Employee Evaluations & Organizational Goals Employee evaluations impact organizational goals by enabling managers to conduct cost benefit analysis. Evaluations help bridge gaps within the organizations process and procedures. Allows management to match their organization type with processes best suited to achieve goals. Use an all hands on deck, employee engagement approach for all levels of the organization through employee evaluations to meet and exceed organizational goals is best. Use employee evaluations to create employee engagement on all levels of the organization.
Employee Development & Diversity Equal Opportunity Employment and diversity impacts employee development as organizations provide training courses to enhance employee awareness of diversity and the benefits diversity in the work place. Provide all employees with projects that give them high risk and rewards. Encourage employees to participate in mentoring programs. Train employees to understand that diversity is part of the organizational culture.
References Anderson, A. (2012). How to Manage diversity in a workplace. Retrieved on March 24, 2012 from http://smallbusiness.chron.com/manage-diversity-workplace-3038.html Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York: McGraw-Hill. D. Schachter (September, 2004). How to set performance goals: employee reviews are more than annual critique. Retrieved on March 24, 2012 from http://findarticles.com/p/articles/mi_m0FWE/is_9_8/ai_n7072116/ Office of Affirmative Action, Equal Opportunity, and Diversity (2012). Diversity. Retrieved on March 24, 2012 from http://www.aaeo.ucsf.edu/ Mask, D. (2006). The 4-Step Employee Development Plan. Retrieved on March 24, 2012 from http://www.alliancetac.com/?PAGE_ID=151