Person Analysis In Care

As I review the chapters, and think about the process that would be best to measure employee talent, I believe that my favorite would be the 360 performance management process. So I will employ this one to measure employee talent for this assignment. It is known for providing critical on-going feedback to maximize performance in organizations. The on-going feedback helps everyone maximize their performance and in-turn maximizes the organizations performance. It allows for quick corrective action when things start to go off the rails, so managers and employees can address any issues while they are still small. While ideally managers and

Not only does this provide the employee with an opportunity to be of greater use to an organization, the employee feels pleased and valued. Even the most valuable employee could benefit from additional training, while those who are closer to retirement need the refresher. Employers should be specific during performance appraisals by providing examples and clearly explain what needs to occur to turn things around. Showing an employee that you care enough about them by taking the time to work with them may make even the most hardened employee feel better. (Busse, 2014)

The new employee can be measure by giving them proficiency tests, to see how much they learn during their training. This way the trainer can evaluate and separate the best from the substandard

One stage in the management of performance system is when managers evaluate employees’ performances and provide them with feedbacks. One of the purposes of this stage is to identify employees’ strengths and weaknesses. As a result, managers should be able to identify performance and training gaps.

4. How do you think attitude assessment does or should impact on an organisation’s performance evaluations, its recruitment and selection processes and on any training programs that might be implemented?

These assessments facilitate dramatically the hiring process by identifying the thinking styles, occupational interests and behavioral traits and allow the visualization of the “total person”. To complete the assessment process behavior tendencies play an important role in increasing individual productivity by identifying personal accommodation , assertiveness, attitudes, energy level, independence, objective judgment, sociability, manageability and decisiveness.

An employee needs assessment is an asset to have in the retail industry. In this demanding line of work it is imperative that we have employees who are fully capable of doing their job well and quickly. Therefore, the needs assessment is needed to help shine the light on those candidates who best fit our needs. One way that a needs assessment may expose any existing performance deficiencies is by looking at the candidates’

The third level of analysis is the individual analysis. “Individual analysis analyzes how well the individual employee is doing the job and determines which employees need training and what kind (http://www.ispi.org/pdf/suggestedReading/Miller_Osinski.pdf).” There are many sources an organization can use to conduct an individual analysis. The first sources are performance evaluation, which shows areas of weakness. The second source is employee’s performance, which includes absenteeism, productivity, lateness, product waste, quality in work, and customer complaint. The third source is interviews. HR can simply have a talk with the managers, supervisor, and employees to what it is they need to learn more about. There so many other sources that can be used to conduct an individual analysis. After the individual analysis, the individual that needs training will be able to get the additional help that they needed.

The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.

Therefore, to implement employer customer service training, it is recommended that a Needs Assessment be completed, as it will help give insight to the areas where training needs the most attention. The term needs assessment is a systematic exploration of the way things are and the correct way of how should they be. The Needs Assessment would expose any existing performance deficiencies and it should be done before the developing of the training program (HR Guide, 2015). The Needs Assessment can expose deficiencies in many ways such as; organization analysis which will analyze the organization’s strategic goals (Stewart & Brown, 2014). The organization analysis will give the Retail store insight on whether a specific type of training would be better for the employees. The organization analysis will measure the characteristics of the work environment in which will breakdown who’s attending and supporting training (Stewart & Brown, 2014). Therefore, if management supports the assessment than this would evaluate Retail store training climate. Training climate is defining according to Stewart & Brown 2014, “Environmental factors that support training, including policies, rewards, and the altitudes and actions of management and coworkers (p. 346). The Needs Assessment should include a task analysis which identifies the work performed by the trainees. Furthermore, it should cover

Once the employees finish training their performance will be monitored on a weekly basis. They will have goals to reach and will be graded based on quality, knowledge, their handle time and the overall experience for the customer. Customers will also get a chance to assist with the employees weekly grade by taking voluntary surveys at the end of each call. If the employee does not meet the standards or goals, they will be coached by their supervisors to help them better their overall skills.

· Identify training and development needs of the employees Task P1 Employees in Tesco can then be improved by meeting training and development needs. An appraisal system involves setting clear objectives for individual employees and monitoring their performance against these objectives. Employee objective should be clearly linked to the strategic objectives of the business. To be most effective, objectives are set by the employees themselves with guidance from their manager i.e. the employer.

The “Needs Analysis Phase” is to determine each employee’s needs and ask “What do we want our employees to get out of the program?” This phase will help identify the difference between comparing the company’s current results to the company’s “expected organizational performances. The performance gap is one way to figure out what is best needed in the training process of the company. Our text states that the “needs analysis phase begins when there is a performance problem within the organization. Examples of this problem might be: lack of quality, customer dissatisfaction, or

The first tenet of people management according to (Modic, 1988) is, “Focus on performance, not personality.” Modic goes on to explain, “This provides a dialog that can address performance improvement.” (p. 1). The second tenet ties into the first tenet of focusing on performance by providing a way to measure the performance. Modic says, “Provide a base line against which to measure later results, a key element in the change process.” (p. 1). The first two tenets are being used to focus on a measureable component of an employee’s performance rather than intangibles such as personality. By

Assessment can help organization to eliminate redundant training efforts, substantially condense the redundant spending of training and assist managers in identifying performance requirements that can best be satisfied by training and other approaches. It also defines performance problems or issues based on occupational group or individual; describes critical behaviors needed to affect problems/issues and lastly describes how the