CUSTOM PAPER WRITING SERVICE

CUSTOM PAPER WRITING SERVICE

LIMITED TIME DEAL!

SAVE 20% on your first order
use coupon code
Newclient

Request an A+
custom research paper

Top 5 Articles

Reply to Performance Management Discussion 2 Q – Please read the discussion be

share on social

Share on facebook
Facebook
Share on reddit
Reddit
Share on whatsapp
WhatsApp
Share on twitter
Twitter
Share on tumblr
Tumblr
Share on linkedin
LinkedIn
Do you need this or any other assignment done for you from scratch? We have qualified writers to help you. We assure you a quality paper that is free from plagiarism. Order now for an Amazing Discount! Use Discount Code “Newclient” for a 20% Discount!

NB: We do not resell papers. Upon ordering, we do an original paper exclusively for you.

Click Here To Order Now!

Reply to Performance Management Discussion 2

Q – Please read the discussion below and prepare a Reply to this discussion with comments that further and advance the discussion topic.
Please provide the references you used.
Ensure zero plagiarism.
Word limit: 200 to 250 words
Discussion
Prerequisites:
Job Analysis and Design: A more thorough job analysis could have resulted in a more comprehensive job description outlining the specific duties, responsibilities, and required skills for the Administrative Assistant role.This would have provided Amal with clearer expectations and helped her understand her performance better.
Workforce Planning: Considering future talent needs and potential skill gaps during workforce planning could have identified the need for more in-depth training for the Administrative Assistant position, ensuring Amal had the necessary skills from the outset.
Performance Planning:
Goal Setting: Setting SMART (Specific, Measurable, Achievable, Relevant, and Time-bound) goals collaboratively with Amal during the onboarding process would have provided her with a clear understanding of performance expectations and enabled her to track her progress effectively.
Performance Expectations: Clearly outlining specific performance expectations through a detailed job description, along with regular feedback discussions, would have helped Amal understand how her contributions align with organizational goals.
Performance Execution:
Training and Development: Providing Amal with more comprehensive training beyond the two days she received could have equipped her with the necessary skills and knowledge to excel in her role. This could include on-the-job training, mentoring programs, or external training opportunities.
Performance Coaching and Feedback: Regular performance coaching sessions, along with constructive and timely feedback, would have allowed Amal to identify areas for improvement and course-correct early on.
Performance Assessment:
Performance Measurement: Utilizing multiple assessment methods, such as self-assessment, peer review, and 360-degree feedback, could provide a more holistic view of Amal’s performance and identify areas where she excels or needs support.
Calibration: Regular calibration sessions among managers can ensure consistent performance evaluation standards across the organization, preventing any biases in Amal’s assessment.
Performance Review:
Development-Oriented Discussions: Shifting the focus of performance reviews from solely evaluating past performance to a more development-oriented approach could create a collaborative space for Amal and her supervisor to discuss her strengths, weaknesses, and opportunities for growth.
Action Planning: Setting clear action plans with specific and measurable goals following the performance review would provide Amal with a roadmap for improvement and ensure accountability for both her and her supervisor.
Additional Considerations:
Organizational Culture: Fostering a culture of open communication, feedback, and continuous learning can create a supportive environment where Amal feels comfortable asking questions, seeking help, and taking ownership of her development.
Managerial Support: Proactive and supportive managers who provide regular feedback, coaching, and opportunities for growth play a crucial role in employee success.
By addressing these aspects of the performance management process, organizations can create a system that supports employee success and development. It’s important to note that this is not an exhaustive list, and the specific changes needed will vary depending on the organization and the individual employee.
Sources:
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2019). Human resource management. McGraw-Hill Education.
Murphy, S. E., & Cleveland, J. C. (2017). Performance appraisal: A practical guide for managers. Routledge.
Society for Human Resource Management (SHRM). (2023). Performance management.

Do you need this or any other assignment done for you from scratch? We have qualified writers to help you. We assure you a quality paper that is free from plagiarism. Order now for an Amazing Discount! Use Discount Code “Newclient” for a 20% Discount!

NB: We do not resell papers. Upon ordering, we do an original paper exclusively for you.

Click Here To Order Now!

Place this order or similar order and get an amazing discount. USE Discount code “GET20” for 20% discount

Other Interesting Reads From Our Blog

Cut 15% OFF your first order!

Contact us for the best custom research and quality esssays. We will write you a plagiarism free essay tailored to your instructions.