Project Overview (3)

Team-Based Rewards for the State of Georgia In 2001 the state of Georgia's Department of Human Resources (DHR) updated its performance management sys- tem. The performance management process is used for all employees who are to receive performance evaluations. The following outlines the basic process of this system: • Manager training Prior to utilizing the system, managers receive training on how the system works and how to implement each phase of the system. • Performance planning. This is the first step of the performance management system process and is used to create the employee's performance plan. Developing a performance plan involves identifying job and individual responsibilities and performance expectations. It is the primary responsibility of the manager to develop this plan using input from the employee that he or she may want included in the performance plan. • Performance coaching. Coaching is the key supervi- sory activity during a performance period. It involves…

• You are a manager of a local fast food operation. You recognize that most of your employees are working to earn money for college or working only until they can find another job. (Turnover is very high in the fast food industry). Your boss, a regional manager, has given you authority to design programs to reduce turnover and help lengthen employee stays. What ideas would you submit and why? 2. Discuss in teams and develop a response MacBook Air

Director Smith has decided to form a task force that would develop a performance management system that focuses the employee’s attention on taking those actions that would contribute to helping the organization achieve its goals, for instance, in terms of improved customer service. As such, the task force will need to develop a performance management system (PMS) that focuses on both competencies and objectives related to the strategic statement. Task Force Mission: Consider the following topics: linkages to employee development and linkages to organization rewards. Using these elements to meet the organization’s stated strategy; the task force is to design an effective performance management system. (250 words minimum)

7. Group Activity In your small groups, interpret the following body language pictures. Describe and explain what you believe you see from their body language, and comment if it is positive or negative body language: Picture Body Language Description Per learner's specific response relevant to the body language displayed 13 S02, AC2 Positive or Negative 8. Practical Activity: Plan formal communications 8.1 S02, AC3 Plan and prepare a five minute presentation on the Service Delivery levels in my home town that you will be delivering to your co-learners in class. a. Conduct research, obtain research notes. (attach all research preparation notes) b. In a Report write out all your preparation notes. Make sure you use all the steps as below:- ✓ Beginning; ✓ Body / Middle Conclusion / Summation (key points)

Needs Analysis: How to determine training needs & How To Conduct An Effective Training Needs Analysis Name: Project topic:   Instructions: Discuss at least one pressure point (#1). Discuss at least one assessment method (#2). Enter not applicable or N/A for any assessment method not used. Describe your analysis results (#3). All three (organization, person, task) must be addressed. TASK Enter your information here. Describe briefly but clearly and thoroughly. Bullet points are okay. 1.     Identify and describe pressure points(legislation, lack of basic skills, poor performance, new technology, customer requests, customer dissatisfaction, new products and innovations, higher performance standards)     2a. Describe data gathered from assessment methods: Observation     2b. Describe data gathered from assessment methods: Survey     2c.  Describe data gathered from assessment methods: Interview     2d. Describe data gathered from assessment methods:…

Mangement  Title: Implementing Flexibility in Staffing: A Case Study Analysis   In a rapidly evolving business landscape, the case study focused on a mid-sized technology company's journey towards implementing flexible staffing solutions. The organization grappled with the need to adapt to unpredictable market demands and technological advancements, necessitating a more agile approach to workforce management. The study explored the integration of remote work options, part-time schedules, and project-based assignments to enhance employee satisfaction and retention. By leveraging innovative staffing models, the company sought to strike a balance between cost-effectiveness and maintaining a skilled, engaged workforce.   Question: How did the organization overcome potential challenges in implementing flexible staffing solutions, and what impact did these changes have on employee morale and organizational agility?

Q) You are the Manager of a Manufacturing Unit. You have observed that in most of the cases, majority of the teams that reports to you initially seems to be very enthusiastic about the tasks you assigned to them but this enthusiasm does not translate into actual performance until almost half of the time is already gone. However, since majority of teams who report to you are cohesive teams and understand the importance of the given tasks, therefore, they are able to complete almost 80% of the tasks but somehow to finish these tasks on time and expects the extension of deadlines for a day or two. Critically examine the phenomenon. What can you to improve the situation

How can (i) Inter staff relationships and (ii) Customer Relationship Management (CRM) be improved?

2. In training, what are the advantages and disadvantages of the following:2.1 Programmed Instruction2.2 On-site/ Offsite 2.3 Mentoring2.4 Coaching

What are the requirements for work health and safety consultation, coordination and cooperation as outlined in the codes of practice [you may refer to the document listed in Question 2]? What does this require from you? Who could be typically involved in the Tourism, Hospitality and Event Industries?   Requirements outlined in the Code 1.                 Your obligations according to the Code             Who is involved?  This is not one person duty to ensure legislative guidelines

focus group was held with five managers to find out what they wanted from the training and to assess their concerns about performance management. This was a useful process. The managers wanted to include training in how to deal with difficult people, which otherwise may not have been included in the program. Including this also assured managers that their views were important and had been considered in the program’s design. The training would take place in-house and outside the normal workday. It was agreed that the most appropriate method was a two-hour workshop. The workshop would include various activities geared to develop the skills and knowledge of the participants: Trainer-ledinteractive  Roleplay  Use of aspecially designed case study. Small-group By developing and delivering the session in-house, training materials specific to the new performance management system could be created, rather than relying on generic training materials. It was hoped that this would facilitate the…

Explain the purpose of a team project and provide a list of tasks in the HR Department. Identify 3 types of teams.

Why does the methods of employee development used include: “job rotation (cross-training in different positions within the company), assistant‐to‐positions (cross-training as an assistant to develop or improve an employee’s managerial skills), simulations, case studies, conferences, seminars, committee assignments (employees are part of a special committee to provide their thoughts, ideas?

As part of your new staffing-recruiting plan for Pinxteryou decide to hire a Staffing ManagerConduct a job analysis to determine the scope of the new position and then write a job description for the Staffing Manager. In your assignment, you should address all of the following elements for this job, including a description for each: Position Description Title -Grade Exempt or non-exempt status Who the position reports to Responsibilities of the position Essential functions of the job Attributes required

Implement an Employee Performance Program You have been hired as the new General Manager (GM) of a casual dining property, such as Bone Fish Grill, Red Lobster or Olive Garden. Your Direct Report (boss/District Manager) has told you to implement the corporate Employee Performance Evaluation program. Apparently, your predecessor did not have the program in place. You have about 40 – 50 staff on the property, including a team of managers – Chef, FOH manager, and shift supervisors. The corporation uses a Graphic Rating Scale and expects managers to evaluate staff every year. Questions: 1.Introduction: As the new GM, do you think implementing an employee performance evaluation system is a good idea? Why or why not? What is the purpose of Performance Appraisals? 2.Steps: What steps do you need to take to implement this system? How long will it take? 3.Methods (types) of Review Forms: What is a Graphic Rating Scale? Will you use Self-Evaluations, Peer Evaluations, 180 Staff evaluations of…

Suppose you have been asked to perform a task analysis for the job of Manager in a private bank. Which method(s) of task analysis do you think would be most appropriate for analyzing this job? Support your choice(s)

1.     Identify at least 5 skills, that you as an internship student (majoring in MKT) should possess, analyze which of those skills you have and which you still need to develop and briefly describe, how will you develop those skills.  . please help me answering in your words

1. Orientation program is important to all newly hired employees. Explain why you agree or disagree with this statement. 2. Why is training expensive? What are the costs involved in giving a training? 3. Why should Training Need Analysis or TNA be performed before any formal training is initiated?

what do you think will be the role of HR Department in ensuring the success of each marketing activity?