​Develop 1,500-2,000 word, high-level, Performance Management Cycle Plan.

Develop 1,500-2,000 word, high-level, Performance Management Cycle Plan. The plan should contain an introduction and conclusion that explain how effective performance management supports organizational strategy and HR goals.

The purpose of this assignment is to simulate the thought process that managers use when evaluating the various elements of performance management. The students are not expected to produce a detailed plan that includes:

  1. Introduction of the organization that outlines the importance of performance management in organizations and performance management needs in the chosen organization.
  2. Performance Management Process (Step 1). Performance outcomes for the company division and department.
  3. Performance Management Process (Step 2). Develop employee goals, behavior, and actions to achieve outcomes.
  4. Performance Management Process (Step 3). Provide support and ongoing performance discussions.
  5. Performance Management Process (Step 4). Evaluate performance of employees.
  6. Performance Management Process (Step 5). Identify improvements needed.
  7. Performance Management Process (Step 6). Provide consequences for performance results.
  8. Strengths and weaknesses of current training methods. Consider showing the link between how employee training supports organizational strategy and HR goals.
  9. Proposed impact of the revised performance management and employee training on employee retention.
  10. Conclusion.

Incorporate three to five resources (including your textbook) to support your paper.

Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to Turnitin. Please refer to the directions in the Student Success Center.

Benchmark – Performance Management Cycle Plan

1
Unsatisfactory
0.00%

2
Less than Satisfactory
65.00%

3
Satisfactory
75.00%

4
Good
85.00%

5
Excellent
100.00%

35.0 %Content

5.0 %Introduction

An introduction is not present.

An introduction is present, but incomplete or inaccurate.

An introduction is adequately presented. Introduction is of baseline acceptable quality and quantity.

An introduction is adequately presented. Introduction is of above average quality and quantity is provided.

An introduction is presented in a thoughtful and insightful manner. Critical and creative thinking is indicated.

5.0 %Performance Management Process Step 1 Performance outcomes for the company division and department.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Performance Management Process Step 2 Develop employee goals, behavior, and actions to achieve outcomes.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Performance Management Process Step 3 Provide support and ongoing performance discussions.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Performance Management Process Step 4 Evaluate performance of employees.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Performance Management Process Step 5 Identify improvements needed.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Performance Management Process Step 6 Provide consequences for performance results.

An explanation of the performance outcomes for the company division and department are not present.

An explanation of the performance outcomes for the company division and department are present, but incomplete or inaccurate.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of baseline acceptable quality and quantity.

An explanation of the performance outcomes for the company division and department are adequately presented. Supporting material is of above average quality and quantity.

An explanation of the performance outcomes for the company division and department are presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

65.0 %Actions for Managing Employee Performance

20.0 %Employee Training (including the relative strengths and weaknesses of current training methods, and the effectiveness of employee training programs)

A discussion of how employee training supports organizational strategy and HR goals is absent or irrelevant.

A discussion of how employee training supports organizational strategy and HR goals including the relative strengths and weaknesses of current training methods, and the effectiveness of employee training programs is present, but incomplete or inaccurate.

A discussion of how employee training supports organizational strategy and HR goals including the relative strengths and weaknesses of current training methods, and the effectiveness of employee training programs is adequately presented. Supporting material is of baseline acceptable quality and quantity.

A discussion of how employee training supports organizational strategy and HR goals including the relative strengths and weaknesses of current training methods, and the effectiveness of employee training programs is adequately presented. Supporting material is of above average quality and quantity.

A discussion of how employee training supports organizational strategy and HR goals including the relative strengths and weaknesses of current training methods, and the effectiveness of employee training programs is presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

20.0 %Employee Retention

A discussion of the impact of the revised performance management and employee training systems on organization?s employee retention is absent.

A discussion of the impact of the revised performance management and employee training systems on organization?s employee retention is present, but incomplete or inaccurate.

A discussion of the impact of the revised performance management and employee training systems on organization?s employee retention is adequately presented. Supporting material is of baseline acceptable quality and quantity.

A discussion of the impact of the revised performance management and employee training systems on organization?s employee retention is adequately presented. Supporting material is of above average quality and quantity is provided.

A discussion of the impact of the revised performance management and employee training systems on organization?s employee retention is presented in a thoughtful and insightful manner. Supporting material is of exceptional quality and quantity.

5.0 %Conclusion

A conclusion is not present.

A conclusion is present, but incomplete or inaccurate.

A conclusion is adequately presented. Conclusion is of baseline acceptable quality and quantity.

A conclusion is adequately presented. Conclusion is of above average quality and quantity is provided.

A conclusion is presented in a thoughtful and insightful manner. Critical and creative thinking is indicated.

4.0 %Argument Logic and Construction

Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses non-credible sources.

Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility.

Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis.

Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion.

Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner.

4.0 %Layout and Paper Format (use of appropriate style for the major and assignment)

The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident.

The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text.

The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability. Appropriate template is used. Formatting is correct, although some minor errors may be present.

The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text. Appropriate template is fully used. There are virtually no errors in formatting style.

The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. All format elements are correct.

4.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used.

Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice and/or word choice are present. Sentence structure is correct but not varied.

Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct and varied sentence structure and audience-appropriate language are employed.

Prose is largely free of mechanical errors, although a few may be present. The writer uses a variety of effective sentence structures and figures of speech.

Writer is clearly in command of standard, written, academic English.

4.0 %Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)

Sources are not documented.

Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.

Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.

Sources are documented, as appropriate to assignment and style, and format is mostly correct.

Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.

4.0 %Research Sources (relevancy, quantity, and type specifications)

Sources are not used or cited as required in the assignment instructions. Non-credible sources are used.

Source relevance is vague or inconsistent. References from appropriate sources are not included: at least two academic resources.

Source relevance is mostly applicable and appropriate. References from appropriate sources are included: at least two academic resources.

Source relevance is applicable and appropriate in all instances. References from appropriate sources are included: at least two academic resources.

Source relevance is applicable and appropriate in all instances and sparks interest in the reader to pursue further investigation. References from appropriate sources are used: more than two academic resources.

100 %Total Weightage

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