Module 8 Signature Assignment In 8-10 pages, you will write this 2-part assignment. Part 1 The HRM professional has an important role in the performance appraisal process. Describe the role of the HRM...

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Module 8 Signature Assignment In 8-10 pages, you will write this 2-part assignment. Part 1 The HRM professional has an important role in the performance appraisal process. Describe the role of the HRM in the performance appraisal process and in performance management. Be sure to tie their role into overall organization goals and outcomes. Next, describe the step by step process the HRM undertakes in developing performance assessments, evaluating results and in linking results to the overall organization mission and values. Be sure to cite your information sources in the body of the text and add the applicable references to your reference page. 1 / 3 Part 2 Using one of the job descriptions you developed in module 4, develop a performance assessment. Next, write clear and specific instructions for the supervisor on how to implement the assessment including developing an IDP for the employee and reporting the results to the HRM. Note: In developing the IDP, include a template for use by the supervisor. Writing Guidelines: Must be between 8 – 10 pages in length Include a cover page and reference page (not included in the page count) Include a running head and pagination 2 / 3 Must be double-spaced with 1-inch margins and typed in12-point Times New Roman Paper must be proofread for spelling and grammar mistakes Essays should be in APA style. You must cite all texts used, including page numbers to avoid plagiarism Your paper must have a thesis statement and conclusion that are both supported by background literature. Use at least 8 sources (with minimum of 4 from the Touro library)

Biographical Statement



Course Description:In this course students explore the role and responsibilities of the Human Resource Manager developing and maintaining assessments. Students learn about the Performance Management System designed for improving organizational effectiveness. Special topics include setting performance standards, developing a plan for development, providing feedback, measuring and evaluating progress towards goals, managing performance gaps and using positive and progressive discipline. The aforementioned topics and more will assist students in learning how engaging employees in a thoughtful and thorough performance assessment process can enhance employee engagement, motivation, and retention rates.



  1. Evaluate the perspectives of human resources management and associated best practices within an organization.

  2. Value business ethics and legal issues to resolve HR dilemmas and apply the laws as applicable.

  3. Assess the application of cultural competencies both local and global in the HR profession.

  4. Examine the role of HRM in training development and associated components of training within an organization.

  5. Analyze and implement HR management and leadership procedures that include strategy and planning to assist the organization in achieving a competitive advantage.

  6. Apply theory to practice in coaching leaders and managers to improve overall skills and performance at all levels within an organization.

  7. Assess the HR Manager's function in facilitating successful change within an organization.

  8. Apply HRM knowledge in employee selection, hiring, performance appraisal, termination and related personnel procedures.


Class Schedule




























































Mod. TitleDateStudent Learning OutcomesActivities
Module 1: Defining the Elements08/30/2021

  • SLO 1: Develop job analyses to assess the specific knowledge, skills, and abilities (KSAs) needed by employees to perform their jobs effectively.


Module 2: Benefits and Challenges09/06/2021

  • SLO 2: Design effective performance appraisal process to periodically review and evaluate an employee's job performance.


Module 3: Employee Motivation and Performance Ownership09/13/2021

  • SLO 3: Assemble the latest contributions to the body of knowledge about the measurement of individual differences and its practical usefulness in organizations.


Module 4: Developing the Standards09/20/2021

  • SLO 4: Explore the steps involved in recruiting, selecting, and placing employees in the workplace.


Module 5: Expectations and Accountability09/27/2021

  • SLO 5: Design an employee training program based on the results of a training needs analysis.


Module 6: SMART Performance Objectives and Feedback10/04/2021

  • SLO 6: Assess the effectiveness of an organizational training program in meeting specific training needs.


Module 7:Results and the IDP10/11/2021

  • SLO 7: Plan an intervention program aimed at improving performance at organizational, group, and individual levels.


Module 8: Implementing Performance Improvement Plans and Performance Improvement Plans10/18/2021

  • SLO 1: Develop job analyses to assess the specific knowledge, skills, and abilities (KSAs) needed by employees to perform their jobs effectively.

  • SLO 2: Design effective performance appraisal process to periodically review and evaluate an employee's job performance.

  • SLO 3: Assemble the latest contributions to the body of knowledge about the measurement of individual differences and its practical usefulness in organizations.

  • SLO 4: Explore the steps involved in recruiting, selecting, and placing employees in the workplace.

  • SLO 5: Design an employee training program based on the results of a training needs analysis.

  • SLO 6: Assess the effectiveness of an organizational training program in meeting specific training needs.

  • SLO 7: Plan an intervention program aimed at improving performance at organizational, group, and individual levels.

  • SLO 8: Appraise the effectiveness of an intervention program aimed at improving performance at organizational, group, and individual levels.






reading


Optional Reading:


Ismail HN. (2018). The relationships among performance appraisal satisfaction, career development and creative behavior.Journal of Developing Areas 52(3):109-124. Retrieved from EBSCO multi-search database.


HR Cloud. (2020, March 18).5 essential features of an effective performance appraisal system. Kissflow.
https://kissflow.com/hr-process/performance-management/performance-appraisal-system/











  • Geimer, J. L., Zolner, M., & Allen, K. S. (2017). Beyond HR competencies: Removing organizational barriers to maximize the strategic effectiveness of HR professionals.Industrial and Organizational Psychology, 10(1), 42-50. Retrieved from ABI/INFORM Collection Proquest




  • Gorbatov, S., & Lane, A. (2018). Is HR missing the point on performance feedback?MIT Sloan Management Review, 59(3), 1-10. Retrieved fromABI/INFORM Collection (ProQuest)




















Module 6: SMART Performance Objectives and Feedback


In this module, we review the importance of and the process of writing effective SMART goals and objectives that will be used in giving the employee effective feedback.


Performance goals are essential to help employees develop their skills. By having the employees set and write effective performance goals, employees are better able to:



  • Develop job knowledge and skills that help in their work performance, take on additional responsibilities, and pursue their career goals;

  • Support the organization's vision, mission, values, and goals;

  • Plan and implement successful initiatives; and

  • Grow their skills in identified gap areas.


If employees do not set clear performance goals, they may feel confused about completing their work and disengaged in their jobs, have performance misunderstandings, and experience conflict. For both individuals and teams, the absence of effective goal setting substantially reduces productivity.


Although focused attention on performance goals typically happens during the annual evaluation process, goal-setting really pays off when employees monitor their goal progress throughout the year, discuss the status of goals with their manager on ongoing and regular basis, and propose and make adjustments to remain on track toward completion.


Effective goal-setting starts with an analysis of all aspects of the goal, including:



  • Linking the goal to organizational performance requirement

  • Alignment with the organization's vision, mission, values, principles, strategies, and goals

  • Determining what resources are needed, wanted, and available; and

  • Identifying possible roadblocks that may arise along the way.


The SMART model is a goal-setting tool. Each letter in the word "SMART" represents a key element of a complete and actionable goal:



S – Specific:Is the goal explained with enough detail that it can be well understood by those involved in its completion and by any stakeholders?

M – Measurable:How will those involved in completing the goal know it has been accomplished and how will stakeholders determine its success?

A – Attainable:Is the goal attainable or feasible given the resources available?

R – Relevant:Does the goal align with, support, or advance the organization's vision, mission, values, principles, and strategies?

T – Time bound:Does the goal have a target date for completion?


Reading and Background Material
Print page



  • Coaching and Performance Management (PPT). Click on the presentation link of the current course. Once the window opens, click on the link for the article in module 8.






  • Job Description Corporate Safety Manager. Click on the presentation link of the current course. Once the window opens, click on the link for the article in module 8.






  • Job Description Nursing Home Administrator.Click on the presentation link of the current course. Once the window opens, click on the link for the article in module 8.






  • Job Description Restaurant Sever. Click on the presentation link of the current course. Once the window opens, click on the link for the article in module 8.










  • Metz, D., Ilies, L., & Hörmann, B. O. (2018). The Impact of Human Resources Management System Effectiveness on Performance.Annals of the University of Oradea, Economic Science Series,27(1), 471–478. Retrieved from EBSCO Multi Search.












Module 4: Developing the Standards


In this module, we will review setting effective standards for employee positions and the role of the HRM in the process.


Performance standards should be specific, measurable, accountable and relevant. The standards should be written to indicate specific measures that will be used to evaluate performance. In order to develop specific measurers, general guidelines need to be determined by the HRM. The general performance measurers can include the following:



  • Be sure your measures are behavior or observable. Clarity is important to insure understanding and consistency by those you are assessing.



  • Describe a way that you will measure- Quality of the behavior or competence – this address how well the work/task/behavior is performed. Quality refers to accuracy, appearance, usefulness, or effectiveness.



  • Quantity addresses how much or to what extent. A quantity measure can be expressed as an error rate, such as numbers produced, time on task or percentage completed as compared a general result. Remember when these are set they must be achievable.

  • The standards must also be relevant to the specific job you are developing the assessment for.

  • Timeliness may also be a consideration. Timeliness addresses the when. As with other standards, timeliness standards should be set realistically as they are compared to the needs of the organization.


Reading and Background Material
Print page



Required Reading:


Performance Management. Developing Performance Standards. (n.d.)https://www.opm.gov/policy-data-oversight/performance-management/performance-management-cycle/planning/developing-performance-standards/





O*NET OnLine. Retrieved fromhttp://www.onetonline.org/



Setiawati, T., & Ariani, I. D. (2020). Influence of performance appraisal fairness and job satisfaction through commitment on job performance.Review of Integrative Business and Economics Research,9(3), 133-151. Retrieved from ProQuest One Academic database.




Case Assignment Resources:


The links below serve as resources for you as you work on your Case Assignment.









My Example of How to Add References Next to Your Topics in an Outline


1. Topic 1 (Smith and Jones, 2015, p. 62)


2. Topic 2 (Harper, 2015, p. 14)





Writing an Outline



  • Creating an outline for a research paper [Video file]. Retrieved fromhttps://www.youtube.com/watch?v=s1pKzxQrttU(6:26)













APA Style Format Writing






Answered 1 days AfterOct 22, 2021

Answer To: Module 8 Signature Assignment In 8-10 pages, you will write this 2-part assignment. Part 1 The HRM...

Rudrakshi answered on Oct 24 2021
116 Votes
Running Head: HUMAN RESOURCE MANAGEMENT                    1
HUMAN RESOURCE MANAGEMENT                            2
HUMAN RESOURCE MANAGEMENT
Table of Contents
Thesis Statement for Part 1    3
Part 1    3
Role of HR Professional in Performance Appraisal    3
Role of HRM in Performance Management and Performance Appraisal    4
Conclusion to Part 1    6
Thesis Statement for Part 2    7
Part 2    7
Various Performance Criteria (Standards) to be Established    7
Traits:    7
Behavior:    8
Competencies:    8
Goal Achievement:    9
Improvement Potential:    9
Individual Develo
pment Plan    10
Conclusion to Part 2    11
References    12
Thesis Statement for Part 1
Performance management is defined as a systematic evaluation of employee performance and understanding the potential of employees for the development and growth. It is generally done in systematic manner such as paying the employees and comparing it with the plans and targets (Vivas, Sant’anna, Esquerre & Freires, 2019). The employees are also in a position to guide the workers for a better performance and the manager was analyzed the factors behind the workers work performance. The current report will outline the process of performance appraisal in HRM while discussing the role of HRM.
Part 1
Role of HR Professional in Performance Appraisal
Human resource professional plays a significant role in the process of performance appraisal by designing and implementing the tasks. The team of human resource in fat acts as a mediator between the relevant authorities and employees as well as functional heads. The responsibility is in the hands of human resources team to ensure the smooth implementation of appraisal process.
The HR team's most important task is to outline the overall assessment procedure (Sharma & Sharma, 2017). Ensure the procedure is straightforward and does not take a very long time. To establish as well as construct a mechanism where their overall successes may be graded with relation to their major performance objectives, the HR staffs have to establish the obligations given about every individual. Individuals must be thoroughly informed about the performance evaluation procedure.
The performance evaluation criteria must be extremely clear and straightforward. Employees should be given adequate experience so that they too can handle the performance review process politely and sportingly (Stilling, Byrd, Mazza & Bergman, 2018). The HR department must also meet with the examining agencies to guarantee that assessments are completed on schedule and that only the most qualified personnel profit. Appraisals should be reserved for people who have worked exceptionally successfully during the year.
The HR professional plays an important role in performance management by discussing in short term goal setting and long-term goals in an annual meeting. They are trying to increase their standards of performance by giving them rewards and steering them to the right directions for effective realignment to stop their communicating with those employees who are basic in ingredients in the and fostering the well-structured performance management system within an organization (Keegan & Den Hartog, 2019).
Role of HRM in Performance Management and Performance Appraisal
In the process of performance management process, the function of the Human Resource Management is to review and categorize in progressing with the performance of worker as well as job needs. The methods of performance management can afford useful data to help Human Resource Management analyze the goals and objectives of company.
Performance data may also be utilized for planning for the human resource, determining the worthiness of occupations, and as criterion for hiring, certain sorts of people and confirming recruitment test (Ali, Mahmood & Mehreen, 2019). Human resource has be crucial role in the process of performance management while ensuring its ability to evaluate the document information that could be valuable for the company in the event of lawsuit.
According to the human resource manager, the equal opportunity law actions that are affirmative should be undertaken by the employees by maintaining the accurate records and objectives of employee performance that could be able to defend themselves in proceedings. The success can be measured by the Human Resource Management by comparing their goals and performance of employees.
The appropriate evaluation methods are used by the human resource management in order to ensure that the information is gathered effectively in line with the strategic plan. It depends on the departments and type of business that employees are engaged in. The behavior of employees are also monitored and evaluated in their job because it is essential in the development of employee and company. The critical incident method is used for the behavioral method of assessment where the companies can record both positive and negative incidents (Iqbal, Akbar, Budhwar & Shah, 2019).
The company does not need a distinct HR department in the initial periods of their business. They need to concentrate on their own key company functions, based on the marketplace opinion. As the business owner, they are responsible for appointing. For...
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