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Performance and Career Management and development

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Imagine that you have recently been promoted to a midlevel management position, and your upper-level manager has revealed that your team will be restructured. Your team will take on new responsibilities that require the hiring of additional personnel and will require training for new and current employees. Your manager also wants to consider better methods for appraising the team's performance. Your task is to compose a proposal to be delivered to upper management regarding how this restructure will be designed and implemented.

Kudler Fine Foods case study as the context for this assignment.

? Resources: The Career Development Plan III?Performance and Career Management and the Career Development Plan IV?Compensation assignments
? Write a proposal explaining the recommendations and justifications to upper management for the following:

o The job descriptions and qualifications for five new positions (including one first-level management position)

o A training program to introduce and enhance the skills and qualifications of new and current employees

o Methods for evaluating employee and team performance, including a progressive discipline process.

o Challenges of the team performance evaluation, including

? differences between the two appraisal systems.
? difficulties of evaluating team performance.
? unique needs of a team appraisal system.
? team motivations and expectations.
? individual equity and how it affects team performance.
? strategies to discourage social loafing.
? individual employee responsibilities towards the team.

o Incentives and benefits packages

o Strategies for managing employees' career development, such as promotions, educational opportunities, accommodations for diversity, and so on.

o A fair and appropriate compensation plan

Need references used and a good start helping with this.

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Performance and career management and development is examined.

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Human Resource Management - Training and Development on Performance Appraisals

LearnInMotion.com: The Performance Appraisal

Jennifer and Mel disagree over the importance of having performance appraisals. Mel says it's quite clear whether any particular LearnInMotion employee is doing his or her job. It's obvious, for instance, if the salespeople are selling, if the web designer is designing, if the web surfer is surfing, and if the content management people are managing to get the customers' content up on the website in a timely fashion. Mel's position, like that of many small-business managers, is that "we have 1,000 higher-priority things to attend to" such as boosting sales and creating the calendar. And in any case, he says, the employees already get plenty of day-to-day feedback from him or Jennifer regarding what they're doing right and what they're doing wrong.

This informal feedback notwithstanding, Jennifer believes that a more formal appraisal approach is required. For one thing, they're approaching the end of the 90-day "introductory" period for many of these employees, and the owners need to make decisions about whether they should go or stay. And from a practical point of view, Jennifer just believes that sitting down and providing formal, written feedback is more likely to reinforce what employees are (critical incident) doing right, and to get them to modify what they might be doing wrong. "Maybe this is one reason we're not getting enough sales," she says.

Please answer the questions:

Now that you have your supervisor's opinion, prepare a response for Jennifer and Mel highlighting your thoughts. Here are the questions they need answered.

1. Is Jennifer right about the need to evaluate the workers formally? Why or why not? If you think she is right, how do you explain away Mel's arguments?

2. Select a performance appraisal method for the salespeople, web designer, or web surfer, and provide reasoning as to why this is the most appropriate method for this position. Along with selecting the method, develop the appraisal form you would use, customized for the position you selected.

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