Evaluate the differences between performance management and disciplinary issues. Provide one example of each and describe the possible outcomes. Why does it make a difference in managing performance?

Evaluate the differences between performance management and disciplinary issues. Provide one example of each and describe the possible outcomes. Why does it make a difference in managing performance?

Prepare a 8- to 10-slide presentation of your team’s strategic approach to performance management that addresses the following:

  • Explain the pros and cons of five performance appraisal methods.
  • Evaluate the differences between performance management and disciplinary issues. Provide one example of each and describe the possible outcomes. Why does it make a difference in managing performance?
  • Describe types of rater errors that can occur during performance review conversations.
  • Present three examples of how an organization can prepare managers for the performance review.
  • Compare formal and informal appraisal processes. Explain why both components are important to the performance management process.
  • Create recommendations for organizations to implement a performance management approach to the appraisal process.
  • Evaluate the differences between performance management and disciplinary issues. Provide one example of each and describe the possible outcomes. Why does it make a difference in managing performance?

Include detailed speaker notes.

  • Evaluate the differences between performance management and disciplinary issues. Provide one example of each and describe the possible outcomes. Why does it make a difference in managing performance?

Describe organizational differences that you see in how each corporation discusses its annual performance.

Prior to beginning work on this discussion, read Chapter 10Chapter 11, and Chapter 13 from your textbook; review the website AnnualReports.com (Links to an external site.); and review the Week 4 Weekly Lecture.

Go to AnnualReports.com (Links to an external site.) and review the annual reports recently released by two corporations in the same industry. Review each report and discuss the issues listed below.

It is strongly encouraged that you receive feedback on your paper using the University of Arizona Global Campus Writing Center Paper Review at least two days before it is due. Then implement the feedback into your paper before submitting it to Waypoint. For instructions on how to use this feature, please review the University of Arizona Global Campus Writing Center Paper Review (Links to an external site.). Make sure you appropriately cite your sources from AnnualReports.com and include a minimum of two scholarly and/or credible sources from the library in addition to the course text.

In your paper,

  • Describe organizational differences that you see in how each corporation discusses its annual performance.
  • Explain how clearly the data is or is not presented for enabling shareholders to draw conclusions about how well the company performed.
  • Explain what goals, challenges, and plans top managers emphasize in their discussion of results.
  • Describe ways the format and organization of each report enhances or detracts from the information being presented.

The Annual Report Formats paper

  • Must two to three double-spaced in length (not including title and references pages) and formatted according to APA style as outlined in the University of Arizona Global Campus Writing Center’s APA Style (Links to an external site.)
  • Must include a separate title with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted

For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).

Describe organizational differences that you see in how each corporation discusses its annual performance.

Prior to beginning work on this discussion, read Chapter 10Chapter 11, and Chapter 13 from your textbook; review the website AnnualReports.com (Links to an external site.); and review the Week 4 Weekly Lecture.

Go to AnnualReports.com (Links to an external site.) and review the annual reports recently released by two corporations in the same industry. Review each report and discuss the issues listed below.

It is strongly encouraged that you receive feedback on your paper using the University of Arizona Global Campus Writing Center Paper Review at least two days before it is due. Then implement the feedback into your paper before submitting it to Waypoint. For instructions on how to use this feature, please review the University of Arizona Global Campus Writing Center Paper Review (Links to an external site.). Make sure you appropriately cite your sources from AnnualReports.com and include a minimum of two scholarly and/or credible sources from the library in addition to the course text.

In your paper,

  • Describe organizational differences that you see in how each corporation discusses its annual performance.
  • Explain how clearly the data is or is not presented for enabling shareholders to draw conclusions about how well the company performed.
  • Explain what goals, challenges, and plans top managers emphasize in their discussion of results.
  • Describe ways the format and organization of each report enhances or detracts from the information being presented.

The Annual Report Formats paper

  • Must two to three double-spaced in length (not including title and references pages) and formatted according to APA style as outlined in the University of Arizona Global Campus Writing Center’s APA Style (Links to an external site.)
  • Must include a separate title with the following:
    • Title of paper
    • Student’s name
    • Course name and number
    • Instructor’s name
    • Date submitted

For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013 (Links to an external site.).

Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.

DIAGNOSING CHANGE

Using the organization that your professor has approved, synthesize the organization’s readiness for change. Evaluate whether or not to implement your new program, policy, practice, or procedure.

Instructions

Write a 4–6-page paper in which you:

  1. Describe the company in terms of industry, size, number of employees, and history.
  2. Analyze in detail the current HR practice, policy, process, or procedure that you believe should be changed.
  3. Formulate three valid reasons for the proposed change based on current change management theories.
  4. Appraise the diagnostic tools that you can use to determine an organization’s readiness for change. Propose two diagnostic tools that you can utilize to determine if the organization is ready for change. Defend why you believe the diagnostic tools selected are the best choice for diagnosing change in the organization.
  5. Using one of the diagnostic tools you selected, assess the organization’s readiness for change:
    • Provide results of the diagnostic analysis.
    • Explain the result
    • 6.Interpret whether or not the organization is ready for change. Substantiate your conclusion by referencing current change management theories.

Evaluate three communication strategies.

Resistance and Communication

Introduction

Using your selected organization, diagnose the organization’s level of resistance, and construct a solid communication plan.

Instructions

Write a 4–6-page paper in which you:

  1. Diagnose the reasons for resistance to change.
  2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
  3. Create a plan for minimizing possible resistance to your change management plan.
  4. Elaborate on the relationship between resistance to change and communication.
  5. Evaluate three communication strategies.
  6. Recommend one communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.
  7. Create a solid communication plan for your change initiative.
  8. Use at least four quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.

The specific course learning outcome associated with this assignment is:

  • Create a communication plan for a change initiative that will minimize resistance to change.

Discuss Resistance and Communication

Resistance and Communication

Introduction

Using your selected organization, diagnose the organization’s level of resistance, and construct a solid communication plan.

Instructions

Write a 4–6-page paper in which you:

  1. Diagnose the reasons for resistance to change.
  2. Interpret the potential causes of resistance in the organization. Identify and describe three potential causes of resistance to your change plan. Identify and describe three potential sources of resistance to your change plan.
  3. Create a plan for minimizing possible resistance to your change management plan.
  4. Elaborate on the relationship between resistance to change and communication.
  5. Evaluate three communication strategies.
  6. Recommend one communication strategy that would be applicable to your organization. Diagnose why this communication strategy is best for your organization.
  7. Create a solid communication plan for your change initiative.
  8. Use at least four quality academic resources in this assignment. Note: Wikipedia and other similar Websites do not qualify as academic resources.

The specific course learning outcome associated with this assignment is:

  • Create a communication plan for a change initiative that will minimize resistance to change.

Discuss Leadership And Decision Making

It may sound intuitive, or commonplace, that the promotion of teams should be a prominent component of an organization’s strategic plan. However, when created and managed ineffectively, the utilization of teams can be met with indecision, incessant delays, conflict, dissention and eventually a dramatic loss in productivity. Compose an essay that address the following in relation to the formation and utilization of teams within an organization. Assume you have been appointed as the Plant Manager of a new 5,000 employee production facility to be opened in Saudi Arabia by a long-established European firm:

  • First, as there are cultural, societal, and economic differences between European and Saudi Arabian firms, briefly summarize the key differences between operating a business/organization in Europe and Saudi Arabia.
  • Second, the formation and utilization of teams is seen as central to the operational success of this new production facility in Saudi Arabia. As the leader of the endeavor, suggest a team model/theory you would implement to create and sustain a team-oriented culture in the production facility. Briefly define/describe the model/theory and its particular relevance in this endeavor.
  • Finally, assess—in particular—how the use of this model will result in a more efficient and effective production facility (for instance, identify cites/sources that showcase how the use of teams results in a more efficient and effective operation).

Directions:

  • Write an essay that includes an introduction paragraph, the essay’s body, and a conclusion paragraph to address the assignment’s guide questions. Do not address the questions using a question-and-answer format.

Your well-written paper should meet the following requirements:

  • Be 4 pages in length, which does not include the title and reference pages, which are never a part of the content minimum requirements.
  • Use APA style guidelines.
  • Support your submission with course material concepts, principles, and theories from the textbook and at least three current, scholarly, peer-reviewed journal articles. Current articles are those published in the last five years.
  • 100% free plagiarism

Evaluate compensation systems offered by organizations to attract and motivate employees.

Deliverable 2 – People – Focused Compensation Training

Competency

Evaluate compensation systems offered by organizations to attract and motivate employees.

Scenario

You are the Training and Development Supervisor for a private, mid-sized company that researches and produces products for the cosmetics industry. An international cosmetics brand, Marylion, has recently bought your company, and most of the employees of your company will now work for the international firm. All of the scientists in the research and development department of your old company are being retained by the acquiring firm.In your old company, scientists were compensated based on their job titles and years of experience in the company. However, in their new roles, they will be compensated differently. Marylion has a different pay system for scientists in R&D than for other employees. Scientists are compensated using a person-focused pay model. Specifically, a stair-step model of competency-based pay is used.As the scientists in your old firm are not familiar with this new model of compensation, it has been decided that you, as the new Training and Development Manager for Marylion, should provide an onboarding training session. The training session is to help the scientists understand how their new compensation system will work. You have been asked to create a training agenda and outline of the training session to be reviewed by the HR manager prior to hosting the training.

Instructions

The training agenda should include each topic with key points and an area provided for note taking. The training outline should be formatted with bulleted points for each topic, speaker’s notes, and include the amount of time needed to cover each topic. Prepare a training agenda for participants and a training outline for the presenter that:

  • Explains the concept of a people-focused pay model.
  • Compares a competency-based pay model to a job-based pay model.
  • Explains a stair-step model of compensation.
  • Analyzes the advantages of a people-focused pay model for scientists at Marylion.
  • Discusses the impact of people-focused pay on employee motivation through promotions and career paths.
  • Provides attribution for credible sources used in the training agenda and outline.

Explains the concept of a people-focused pay model.

Deliverable 2 – People – Focused Compensation Training

Competency

Evaluate compensation systems offered by organizations to attract and motivate employees.

Scenario

You are the Training and Development Supervisor for a private, mid-sized company that researches and produces products for the cosmetics industry. An international cosmetics brand, Marylion, has recently bought your company, and most of the employees of your company will now work for the international firm. All of the scientists in the research and development department of your old company are being retained by the acquiring firm.In your old company, scientists were compensated based on their job titles and years of experience in the company. However, in their new roles, they will be compensated differently. Marylion has a different pay system for scientists in R&D than for other employees. Scientists are compensated using a person-focused pay model. Specifically, a stair-step model of competency-based pay is used.As the scientists in your old firm are not familiar with this new model of compensation, it has been decided that you, as the new Training and Development Manager for Marylion, should provide an onboarding training session. The training session is to help the scientists understand how their new compensation system will work. You have been asked to create a training agenda and outline of the training session to be reviewed by the HR manager prior to hosting the training.

Instructions

The training agenda should include each topic with key points and an area provided for note taking. The training outline should be formatted with bulleted points for each topic, speaker’s notes, and include the amount of time needed to cover each topic. Prepare a training agenda for participants and a training outline for the presenter that:

  • Explains the concept of a people-focused pay model.
  • Compares a competency-based pay model to a job-based pay model.
  • Explains a stair-step model of compensation.
  • Analyzes the advantages of a people-focused pay model for scientists at Marylion.
  • Discusses the impact of people-focused pay on employee motivation through promotions and career paths.
  • Provides attribution for credible sources used in the training agenda and outline.

Explains a stair-step model of compensation.

Deliverable 2 – People – Focused Compensation Training

Competency

Evaluate compensation systems offered by organizations to attract and motivate employees.

Scenario

You are the Training and Development Supervisor for a private, mid-sized company that researches and produces products for the cosmetics industry. An international cosmetics brand, Marylion, has recently bought your company, and most of the employees of your company will now work for the international firm. All of the scientists in the research and development department of your old company are being retained by the acquiring firm.In your old company, scientists were compensated based on their job titles and years of experience in the company. However, in their new roles, they will be compensated differently. Marylion has a different pay system for scientists in R&D than for other employees. Scientists are compensated using a person-focused pay model. Specifically, a stair-step model of competency-based pay is used.As the scientists in your old firm are not familiar with this new model of compensation, it has been decided that you, as the new Training and Development Manager for Marylion, should provide an onboarding training session. The training session is to help the scientists understand how their new compensation system will work. You have been asked to create a training agenda and outline of the training session to be reviewed by the HR manager prior to hosting the training.

Instructions

The training agenda should include each topic with key points and an area provided for note taking. The training outline should be formatted with bulleted points for each topic, speaker’s notes, and include the amount of time needed to cover each topic. Prepare a training agenda for participants and a training outline for the presenter that:

  • Explains the concept of a people-focused pay model.
  • Compares a competency-based pay model to a job-based pay model.
  • Explains a stair-step model of compensation.
  • Analyzes the advantages of a people-focused pay model for scientists at Marylion.
  • Discusses the impact of people-focused pay on employee motivation through promotions and career paths.
  • Provides attribution for credible sources used in the training agenda and outline.