Strayer University Employee Development and Performance Paper

Anonymous

Question Description

You were selected the new HR director for the retail company and now have been in the position for approximately 6 months. Your approach to strategy, planning and selection have been quite successful thus far, and now it is time to address the organization's expectations for performance and development of employees since these components of HR strategy are critical in achieving business outcomes and success.

Write a four to five (4-5) page paper in which you:

1. Critically analyze and discuss any research (web or textbook) training process model you may consider for use in developing employees (here's an idea: https://educationaltechnology.net/the-addie-model-... . Then identify and discuss some possible challenges that might be faced in implementing a new training process in the company.

2. List and briefly discuss at least three (3) types or methods of training that can be used for employee training. Of the 3 which would you select to train the retail the retail employees and why? Be specific.

3. Differentiate the concept of performance management and performance appraisal with three (3) to four (4) key points. Then, make your case to leadership for or against using annual performance appraisals in the organization. Be specific with your perspective.

4. Format your assignment according to these formatting requirements:

  1. Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
  2. Include a cover page containing the title of the assignment (with running head), the student’s name, the professor’s name, the course title, and the date. The cover page is not included in the required page length.
  3. Include a reference page. Citations and references must follow APA format. The reference page is not included in the required page length. Use the Strayer University Library at https://research.strayer.edu to locate additional sources to support your work.


Tutor Answer

Proff_White
School: Cornell University

Attached.

Running head: EMPLOYEE DEVELOPMENT AND PERFORMANCE

Employee Development and Performance

Student’s name:
Institutional affiliation:

1

EMPLOYEE DEVELOPMENT AND PERFORMANCE

2

Employee Development and Performance
Introduction
Effective performance management of employees in an organization is vital for the
success of the organization. Performance management ensures that the strategic plan is achieved,
as well as guaranteeing that employees are part of the company vision and mission. Performance
appraisal provides a review of employees' activities against the stated objectives of production
and market operations. During the process, strengths and weaknesses of employees are
identified, then an appropriate development method identified. This paper will analyze training
models, possible challenges for training practice as well as comparing concept performance
appraisal and management then provide an illustrative case for the same.
Training models for developing employees
Training is an essential tool for empowering employees. In this case, the most preferred
model for use is the ADDIE model that entails analysis, design, development, and
implementation and evaluation processes (Eby et al., 2019). The analysis involves trainers
evaluation on problems associated with training and propose solutions to be enacted. In the same
way, the design is concerned with formulating objectives and placing expected outcomes by
setting the core of potential training solution and exploring effective prototypes. Development
involves creating a training program and writing it for others to use. Having undergone this
phase, the training process is then implemented on newly recruited employees together with
those seeking promotion from their current positions.
The next model is concerned with evaluating results attained and determine adjustments
to be made. The success of this model is placed on measurement parameters that indicate
progress at various levels. In the end, issues arising from the training system are determined and

EMPLOYEE DEVELOPMENT AND PERFORMANCE

3

applied for decision making on the next course of action to be undertaken.
Challenges to implementation...

flag Report DMCA
Review

Anonymous
awesome work thanks

Similar Questions
Related Tags

Brown University





1271 Tutors

California Institute of Technology




2131 Tutors

Carnegie Mellon University




982 Tutors

Columbia University





1256 Tutors

Dartmouth University





2113 Tutors

Emory University





2279 Tutors

Harvard University





599 Tutors

Massachusetts Institute of Technology



2319 Tutors

New York University





1645 Tutors

Notre Dam University





1911 Tutors

Oklahoma University





2122 Tutors

Pennsylvania State University





932 Tutors

Princeton University





1211 Tutors

Stanford University





983 Tutors

University of California





1282 Tutors

Oxford University





123 Tutors

Yale University





2325 Tutors