The document describes an assignment to create a PowerPoint presentation to train new supervisors on how to conduct performance evaluations. The presentation must be a minimum of 10 slides plus notes pages and discuss: the rationale for performance evaluations in general and for the specific type used; the evaluation instrument; and the evaluation process. The presentation will be evaluated on understandability for supervisors, discussion of required topics, visual design, and other criteria.

1. Assignment 2: New Supervisor Training on Performance
Evaluations
Due in Week 6 and worth 300 points
Now that the position has been created, you’ve taken the
opportunity to create a PowerPoint presentation to train new
supervisors on how to conduct performance evaluations.
Whether you use an annual evaluation, real-time feedback, or
quarterly evaluations, it is important that new supervisors
understand:
· the rationale for a performance evaluation in general,
· the rationale for the specific one in use,
· the instrument used, and
· the process for the evaluation.
The PowerPoint presentation should be a minimum of 10 slides
with graphics and Notes Pages.
NOTE: One of the positions the new supervisors will be
conducting performance evaluations on is the job in your
description from Week 3. Find creative ways to incorporate
your work from that assignment into this one.
Your assignment must follow these formatting requirements:
· You must include the Notes Pages. This is where you explain
in detail the thoughts you want to convey in each slide, only in
more depth.
· Visually appealing: graphics (required) should be appropriate
for the environment and audience. Text should be visible from
18 feet away (generally considered 18 pt. font or larger).
Points: 300
Assignment 2: New Supervisor Training on Performance
Evaluations
Criteria
Unacceptable
Below 70% F
Fair
70-79% C

2. Proficient
80-89% B
Exemplary
90-100% A
1. New supervisors understand the rationale for a performance
evaluation in general
Weight: 15%
Did not submit or incompletely discussed the rationale for a
performance evaluation in general, in such a way that new
supervisors can understand.
Partially discussed the rationale for a performance evaluation in
general, in such a way that new supervisors can understand.
Satisfactorily discussed the rationale for a performance
evaluation in general, in such a way that new supervisors can
understand.
Thoroughly discussed the rationale for a performance evaluation
in general, in such a way that new supervisors can understand.
2. PowerPoint presentation discusses type of evaluation used so
that new supervisors understand
Weight: 15%
Did not submit or PowerPoint presentation incompletely
discusses type of evaluation used so that new supervisors
understand.
PowerPoint presentation partially discusses type of evaluation
used so that new supervisors understand.
PowerPoint presentation satisfactorily discusses type of
evaluation used so that new supervisors understand.
.
PowerPoint presentation thoroughly discusses type of evaluation
used so that new supervisors understand.
3. PowerPoint presentation discusses the rationale for the

3. specific performance evaluation in use
Weight: 15%
Did not submit or incompletely discusses the rationale for the
specific performance evaluation in use.
PowerPoint presentation partially discusses the rationale for the
specific performance evaluation in use.
PowerPoint presentation discusses the rationale for the specific
performance evaluation in use.
PowerPoint presentation thoroughly discusses the rationale for
the specific performance evaluation in use.
4. PowerPoint presentation discusses the instrument used so that
new supervisors understand
Weight: 15%
Did not submit or incompletely discusses the instrument used so
that new supervisors understand.
PowerPoint presentation partially discusses the instrument used
so that new supervisors understand.
PowerPoint presentation satisfactorily discusses the instrument
used so that new supervisors understand.
PowerPoint presentation thoroughly discusses the instrument
used so that new supervisors understand.
.
5. PowerPoint presentation explains the process for the
evaluation so that new supervisors understand
Weight: 15%
Did not submit or incompletely explains the process for the
evaluation so that new supervisors understand.
PowerPoint presentation partially explains the process for the
evaluation so that new supervisors understand.

4. PowerPoint presentation satisfactorily explains the process for
the evaluation so that new supervisors understand.
PowerPoint presentation thoroughly explains the process for
the evaluation so that new supervisors understand.
6. PowerPoint is a minimum of 10 slides long
Weight: 5%
Did not submit.
PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint exceeds 10 slides and the slides are an informative
and thoughtful addition.
7. Notes Pages are used
Weight: 5%
Did not submit.
PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint uses Notes Pages to their fullest advantage.
8. PowerPoint is visually appealing
Weight: 5%
Did not submit.
PowerPoint did not meet standards.
PowerPoint meets standards.
PowerPoint is not only visually appealing but the visual design
strengthens understanding of audience.
9. Clarity, writing mechanics, and formatting requirements
Weight: 10%
More than 6 errors present
5-6 errors present
3-4 errors present
0-2 errors present

5. Name: Assignment 1 Job Description
Description: HRM 500- Assignment 1 Job Description
· Grid View
· List View
Novice
Competent
Proficient
Exemplary
1. Job overview
Points Range:0 (0%) - 27.6 (13.8%)
Did not submit or incompletely created a detailed overview of
the job.
Points Range:28 (14%) - 31.6 (15.8%)
Partially created a detailed overview of the job.
Points Range:32 (16%) - 35.6 (17.8%)
Satisfactorily created a detailed overview of the job.
Points:38 (19%)
Points Range:36 (18%) - 40 (20%)
Thoroughly created a detailed overview of the job.
2. Responsibilities and duties
Points Range:0 (0%) - 27.6 (13.8%)
Did not submit or incompletely described the responsibilities
and duties of the job.
Points Range:28 (14%) - 31.6 (15.8%)
Partially described the responsibilities and duties of the job.
Points Range:32 (16%) - 35.6 (17.8%)
Satisfactorily described the responsibilities and duties of the
job.
Points:38 (19%)
Points Range:36 (18%) - 40 (20%)
Thoroughly described the responsibilities and duties of the job.
3. Qualifications

6. Points Range:0 (0%) - 27.6 (13.8%)
Did not submit or incompletely discussed the qualifications
necessary for the job.
Points Range:28 (14%) - 31.6 (15.8%)
Partially discussed the qualifications necessary for the job.
Points Range:32 (16%) - 35.6 (17.8%)
Satisfactorily discussed the qualifications necessary for the job.
Points:38 (19%)
Points Range:36 (18%) - 40 (20%)
Thoroughly discussed the qualifications necessary for the job.
4. Explain how you determined the duties and qualifications for
the job and which laws were considered when creating the job
description.
Points Range:0 (0%) - 41.4 (20.7%)
Did not submit or incompletely explained how you determined
the duties and qualifications for the job and which laws were
considered when creating the job description.
Points Range:42 (21%) - 47.4 (23.7%)
Partially explained how you determined the duties and
qualifications for the job and which laws were considered when
creating the job description.
Points:51 (25.5%)
Points Range:48 (24%) - 53.4 (26.7%)
Satisfactorily explained how you determined the duties and
qualifications for the job and which laws were considered when
creating the job description.
Feedback:
ADA laws would also be quite influential in the development of
a JD
Points Range:54 (27%) - 60 (30%)
Thoroughly explained how you determined the duties and
qualifications for the job and which laws were considered when
creating the job description.
5. Clarity, writing mechanics, and formatting requirements
Points Range:0 (0%) - 13.8 (6.9%)
More than 6 errors present

7. Points Range:14 (7%) - 15.8 (7.9%)
5-6 errors present
Points Range:16 (8%) - 17.8 (8.9%)
3-4 errors present
Points:19 (9.5%)
Points Range:18 (9%) - 20 (10%)
Running head: INFORMATION TECHNOLOGY MANAGER
Kapoor 1
JOB DESCRIPTION FOR INFORMATION TECHNOLOGY
MANAGER Kapoor 3
Information Technology Manager
Priysha Kapoor
Dr. Lorna Thomas
HRM 500- HR Management Foundations
July 21, 2019
Job Description for Information Technology Manager
The information and technology (IT) manager are responsible
for overseeing the activities at the organization. Besides, they
also ensure that the computer and the computing systems
together with other equipment are efficiently and effectively
working. The best person in this position should show and
demonstrate a detailed knowledge in the industrial practices,
organization working environment, technical management, and
the analysis of the information through a good understanding of

8. the software and hardware of the computer. Among the laws
that are being utilized under the IT career are the compensation
and child labor, discrimination and harassment work safety,
employees compensation, civil rights, and family and medical
leave among other laws. The average salary ranges for the
information technology managers is about 68, 000 to 135,000
dollars per year depending on the number of the employees and
the size of the organization.
Responsibilities and Duties of IT Managers
The responsibilities and duties of the IT manager are as follows:
· Managing the staffs of IT. This is done by communicating the
job expectations, recruiting the employees, training the
employees and then monitor their performance.
· Overseeing the IT budget to ensure that it is cost effective
· Monitor the day to day operations of the servers, hardware,
software and the operating systems.
· Coordination of the installation of the applications, together
with their upgrade and maintenance.
· Choosing and purchasing the new and the replacements of the
softwares and hardware when they are required by the
organization.
· Troubleshooting together with the modification of the systems
for effective operations.
· Producing the performance reports of the operating systems.
· Making sure that all the parameters of the IT activities like the
laws, regulations and codes are applicable and well performed.
· Evaluate the risks associated with technology together with
the development of the disaster recovery plans and the backups.
· Ensuring that the organization is up to date with the current
technology and practices.
Qualifications of IT Manager
As an IT manager, the description of the job requires for the
several years of experience in the organization or the industry
that are relevant to the job description together with the
qualifications in either, Computer Science, Management, and

9. Information Technology. Other requirements includes excellent
knowledge of technical management, computer hardware and
software system, and information analysis and ability to manage
people
Ways for determining the duties and qualifications for IT
manager
The above stated duties and the job descriptions were obtain
from the different companies like the Ultimate Software, eBay,
Apple among other organizations together with the websites like
the LinkedIn. The different requirements were collected and
analyzed from these different sources.
Laws considered during the creation of IT manager job
Description
During the creation of such job description and duties, some of
the laws are being considered to ensure that there is fair
participant of the employees to avoid the illegal actions. Some
of the laws that were considered includes the ethical laws to
ensure that there is respect and trust in at the work environment.
Also, the legal rights were considered to ensure equity, together
with other employment standards. Other laws considered
includes the human rights legislations, health and safety
legislation, together with the recruitment and the termination
laws (Noe, 2017).
Reference
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M.
(2017). Human resource management: Gaining a competitive
advantage. New York, NY: McGraw-Hill Education.