Action plan, management homework help

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Business Finance

Description

For the final project, you will write a proposal as an HR Consultant hired to assist in identifying a realistic action plan to address workforce issues facing the company in the Case Study.

The proposal will be distributed at an executive meeting, where the presentation will be presented. You will be utilizing the previous course project assignments to create an 8-pages written report (not counting cover and reference pages).

In addition, you will created an 8-10 slide PowerPoint presentation action plan addressing a comprehensive action plan. Both the written report and the PowerPoint presentation should include:

  1. A summary of the current talent management system in place.
  2. An explanation of the current appraisal process and a suggested appraisal practice with a copy of the new performance appraisal recommendation.
  3. An Employee Development Plan for a high-potential, high-performing entry-level employee of the company in the Case Study. Your plan should include all elements of an employee development plan (also called an IDP).
  4. A recommended action plan addressing what impacts performance and what actions should be taken regarding employees that perform below expectations.
  5. The suggested on-going and future talent management program for the company - including recruiting, employee retention, and employee development.

The action plan needs to flow as one continuous plan, rather than appear to be several plans combined. There should be a reference slide in APA format.

The paper should demonstrate a strong thesis statement supported by research from at least 5 different sources. Include both in-text citations and a References page in APA format.

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Explanation & Answer

Attached.

Running head: ACTION PLAN

1

Action plan
Student’s name
Institutional affiliation

ACTION PLAN

2

Introduction
Talent management system is integrated in such a way that it takes care of the four pillar
of talent management which is recruitment, learning developing and performance management.
The system primarily aims at providing tactical support to an organization in the achievement of
long-term venture goals in accordance to talent, or human capital.
Talent management system
Noble Transport Company has no department or a person how has the responsibility to
oversee Human resource function. Therefore, currently, the company‘s CEO in conjunction with
the director of administration depend mostly on the employees and the customer reference to
identify and acquire talent (Certo, 2015). Despite the fact that the company had many good
attributes such as being a major producer of transport services, excellent reputation with a
customer, the company has experienced consistent growth since its establishment and also high
performing employee. Therefore, there is the need for the business to develop human resource
infrastructure to handle the expanding organization. However, several tools are used by the body
as a result of the previous consultation such as job description and compensation structure.
Nevertheless, there was little else existing to address the employee life cycle which involved onboarding, through flow, and off-boarding (Goetsch & Davis 2014). Due to the absence of a role
to focus on the human resource, as well as the lack of an employee evaluation tool, supervisors
do not know what to do about several employees who according to the supervisor are not
performing to the expectations.

ACTION PLAN

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Current appraisal process
Assessment process in the Nobel transport company is based on the feedback from the
customers and also the other employees. The evaluation of the company was based on setting
some strategic goals that will help the company achieve the expectation of the enterprise. The
policy goals include; the introduction of new transportation service offering capitalized on green
and clean energy construction market (Certo, 2015). Increase customer retention and set the best
class for the client service standard, increase the efficiency through the use of wireless or virtual
technology, increase charitable giving opportunities and finally leverage corporate reputation and
brand recognition to help in the expansion of the current transportation service in the new
market.
Performance appraisal recommendation
Six steps of performance appraisal are recommendable for the Noble Transport Company. The
steps are;
File establishment.
The manager and supervisor should make a folder for each member of staff and keep the
record of each achievement, areas of upgrading and also accepted reaction all through the year
(Epstein & Buhovac 2014). The history will help the manager to be active and also help the
employees to develop capabilities and also skills.
Provision of regular feedback

ACTION PLAN

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Feedback should be provided each quarter or more regularly in case the employee needs
motivation or encouragement. Management of the performance starts with the employee's
preparation and ends with the assessment of employees’ advancement. The employees and the
manager should often assemble to talk about goals and plan all over the year. Meeting of the
manager the employee on a quarterly basis is an optimum condition to ensure the appraisal is
done effectively. The process at is best is collaborative in nature in which the worker and the
manager gain (Certo, 2015). The workforce should work on the reaction provider to ensure that
they were performing job and duties according to the expectation of the company. The feedback
is made accessible to the employees to make sure that they are aware of the areas to improve and
the areas to put more effort.
Discipline
The company should have a procedure that indicates control and embrace a prerequisite
to manuscript every deed taken because throughout the year an employee might warrant
disciplinary action (Epstein & Buhovac 2014). Therefore, all improvement and issue are
addressed in the yearly presentation appraisal...


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