MSchwandt_ActionPlan_120923

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Rasmussen College *

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Course

4055

Subject

Management

Date

Jan 9, 2024

Type

pptx

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13

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Click to edit Master title style 1 Final Proposal & Action Plan M e g a n S c h w a n d t R a s m u s s e n U n i v e r s i t y B 4 0 5 / M A N 4 0 5 5 : Wo r k f o r c e P e r f o r m a n c e a n d T a l e n t M a n a g e m e n t S u e H e n d e r s o n D e c e m b e r 1 0 , 2 0 2 3
Click to edit Master title style 2 Introduction Employee Development Programs: Crucial to organizational performance, productivity, and capacity to navigate disruption Provide growth opportunities for employees Should contain S.M.A.R.T. Goals This Action Plan will go over: Employee development plan and talent management system currently in place Create a recommended action plan addressing what impacts performance Determine actions to be taken Discuss the on-going and future talent management program 2 This Photo by Unknown Author is licensed under CC BY-NC-ND
Click to edit Master title style 3 Talent Management Systems Digital software Covers the full range of talent management such as: Recruiting Onboarding Performance Management Learning and Development Programs Compensations Management Succession Planning Current system: Rippling Best for optimizing HR work Accessible job posting and interview scheduling Ability to set up new hires in 90 seconds 3 This Photo by Unknown Author is licensed under CC BY-NC-ND
Click to edit Master title style 4 Appraisal Process, Practice, and Recommendations: 4 Determines how well employees do their job Determines employee contribution to organizational goals Current process looks at: Job Knowledge Productivity Work quality Attendance Cooperation Attitude Creativity Accountability Communication This Photo by Unknown Author is licensed under CC BY-SA
Click to edit Master title style 5 Appraisal Process, Practice, and Recommendations Cont: 5 Current Process rates employees using a 1-4 scale 1: Poor 2: Fair 3: Good 4: Excellent Employee takes self-assessments which are reviewed Employee and manager set goals and objectives together Agree to a development plan Attend weekly meetings Recommendation: Use of data-driven approach Implementing the Kirkpatrick 4-Level Model of Employee Development Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results This Photo by Unknown Author is licensed under CC BY-SA-NC
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