1. Grow Your Staff
Eva Gloria
University of Phoenix - HRM 531

2. 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.

3. 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.

4. 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.

5. 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.

6. 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.

7. Employee Evaluation Worksheet

8. 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.

9. 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.

10. 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.

11. 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.

12. 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