Could you please help me with these questions?
1. Why are assessments important to employee development?
2. Would using assessments alone be effective? Explain your answer.
3. What is the role of coaching in an effective employee development plan? Why would managers avoid coaching their employees?
4. Many organizations have developed their own universities. What are the advantages and disadvantages in doing this?
5. What training methods are effective in training executives? Why are they effective?
1. Assessments are critical in an employee's developmental process. Assessments are also fundamental for organizational development as well. It allows organizations to take a comprehensive inventory of the workforce. It enables employees to improve their current skills level. Most organizations consider assessments as a significant method for measuring overall performance. It contributes to the decision making process in which case management may differentiate the strong performing employees from the weak performing employees. "The use of an assessment or program evaluation has grown rapidly because information is needed to meet organizational obligations of providing effective services" (Posavac and Carey, 2007). An assessment is an excellent tool to identify an employee's strengths and weaknesses. Job functions are allocated according to an employee's unique abilities or qualifications. Employers must determine how to assess an employee. For instance, if management desires to develop a team of individuals for a specific department, management may decide to assess employees based on the employee's interaction with people. An assessment may ask loaded questions about an employee's temperament where others are concerned, such as:
*How does the employee interact with other people?
*Are they more comfortable working in an isolated environment or do they thrive in a high-pressured team environment?
"Upon learning employee strengths and weaknesses, an employee assessment enables management to decide what type of training employees need to perform their tasks [more effectively]" (Mayhew, 2012). An assessment is one of many methods used to bring out the best in employees. An employee may discover that his or her assessment was unsatisfactory and will work diligently to reverse his or her current status. Some organizations will evaluate an employee's performance and conduct a disciplinary action. For example, if the results of the assessment are negative, management will more than likely place the employee on probation for three months, until the employee's performance improves. If the results are positive the employee may be rewarded for good performance.
2. It is my belief that organizations should not rely on one particular employee development tool. Assessments provide general insight into an employee's current skill level; however, if he or she is vying for a position that requires cognitive skills, an assessment may not be the best stand alone option for what the employer is looking for. For example, an employee who is seeking employment with the police department is evaluated based on three specific criteria: physical abilities, mental acuity, and vision. Each criterion examines a candidate's capacity for ...
This 1500 word solution answers a series of questions related to employee training and development. It includes a complete reference list for further investigation into these topics.
Balanced Scorecard for Strategic Management
Hi! I need assistance with the following:
*Resources: Exhibit 7-1 in Ch. 7 of Strategic Management
Develop the strategic objectives for your business in the format of a balanced scoreboard. The strategic objectives are measures of attaining your vision and mission. As you develop them consider the vision, mission, and values for your business and the outcomes of your SWOTT analysis. Consider the following four quadrants of the balanced scoreboard when developing your strategic objectives.
*Shareholder Value or Financial Perspective, include strategic objectives in areas such as:
-Revenues and costs
*Customer Value Perspective includes strategic objectives in areas such as:
-Customer retention or turnover
*Process of Internal Operations Perspective, includes strategic objectives in area such as:
-Measure of process performance
-Productivity or productivity improvement
*Learning and Growth (Employee) Perspective, includes strategic objectives in areas such as:
Employee turnover or retention
Level of organizational capability
Nature of organizational culture or climate
Develop at least three strategic objectives for each of the following four balanced scorecard areas identifies above (Financial, Customer, Process, Learning and Growth). Your objectives should be selected, in part, based on an evaluation of a number of potential alternatives to the issues and/or opportunities identified in the SWOTT Analysis paper and table you completed in Week 3. Base your solutions on a ranking of alternative solutions that includes an identification of potential risks and mitigation plans, and a stakeholder analysis that includes mitigation and contingency strategies. You should also incorporate the ethical implications of your solutions into your selection.
*For each strategic objective, develop a metric and target using a balanced scorecard format. (For example, a strategic objective in the shareholder or Financial Perspective is to increase market share. A metric to actually measure this strategic objective of market share increase is, "The percentage of increase in market share." The target is the specific number to be achieved in a particular time period. The target for the metric of "Increase market share" could be "Increase market share by 2% for each of the next 3 years" of an increase of 2% per year for 3 years.)
-Write a 700-1,050 word summary that explains your critical thinking on how you derived your objectives from your vision, mission, values, and SWOTT analysis.
*Attached is my Week 3 Paper & table.
*Please use and provide all necessary references.
*Format paper according to APA guidelines.