Assignment 3: Annual Review And Create Your Dream Job Due We

Assignment 3 Annual Review And Create Your Dream Jobdue Week 10 And W

Imagine you work at a company and it is time for an employee named Jim’s annual review. While he was a model employee the first nine (9) months of the year, recently Jim has been coming in late. It has not been just a few minutes each day, either. It is starting to cause problems in the production line. In this assignment, write a one (1) page summary of your conversation with Jim.

How will you address his recent performance issues while still praising him for his previous nine (9) months of good work? Your goal is to balance the negative and positive feedback so that Jim will leave motivated to do his best. Write a one (1) page paper in which you: Explain how you will address Jim’s recent performance issues. Suggest both constructive and positive feedback designed so that Jim will leave motivated to do his best. Format your assignment according to the following formatting requirements: Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides.

Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

The specific course learning outcomes associated with this assignment are: Explain effective approaches to the broad spectrum of employee relations, including career development, fostering ethical behavior, discipline, labor relations, and dismissals. Analyze various techniques, considerations, and designs of performance appraisal programs. Use technology and information resources to research issues in human resource management.

Write clearly and concisely about human resource management using proper writing mechanics. In this assignment, you get the chance to create your dream job and to build its compensation plan and appraisal performance. Write a six to eight (6-8) page paper in which you: Create a job description and specifications for your dream job. Design a compensation and benefits package related to your dream job. Rationalize your compensation and benefits package.

Be sure to indicate the research and considerations that went into the design of the compensation and benefits package. Imagine this is the only position of its kind in the organization. From this perspective, design a performance appraisal program to assess your job performance. Rationalize your performance appraisal program. Be sure to indicate the research and considerations that went into the design of the performance appraisal program.

Use at least three (3) quality resources in this assignment. Note: Wikipedia and similar websites do not qualify as quality resources. Format your assignment according to the following formatting requirements: Typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides. Include a cover page containing the title of the assignment, your name, your professor’s name, the course title, and the date. The cover page is not included in the required page length.

Include a reference page. Citations and references must follow SWS format. The reference page is not included in the required page length. The specific course learning outcomes associated with this assignment are: Discuss job analysis, job descriptions, and specifications. Analyze various techniques, considerations, and designs of employee compensation programs. Analyze various techniques, considerations, and designs of performance appraisal programs. Use technology and information resources to research issues in human resource management. Write clearly and concisely about human resource management using proper writing mechanics.

Paper For Above instruction

The annual performance review process provides a critical opportunity for managers to communicate with employees about their contributions, address areas for improvement, and motivate ongoing development. In the case of Jim, who was a model employee for the first nine months but has recently been arriving late, a tactful yet constructive approach is essential to address his recent performance issues while maintaining his motivation and engagement.

The conversation should begin with recognition of Jim’s previous positive performance. Acknowledging his dedication and contribution during the initial months sets a positive tone and reinforces his value to the team. For example, a manager might say, “Jim, I want to start by recognizing the excellent work you’ve done this year. Your efforts have significantly contributed to our team’s success, and I appreciate your dedication.”

Following this positive reinforcement, the discussion should gently introduce the recent attendance issues. It is important to focus on the impact of his lateness on team operations rather than making it seem personal. The manager could say, “Recently, I’ve noticed you’ve been coming in later than usual. This change has started to affect our production line and team coordination. I want to understand if there are any underlying issues or challenges you’re facing that we can address together.”

In addition to addressing the performance concern, the manager should offer support and suggestions for improvement. This might include flexible scheduling options or other accommodations if appropriate. The manager should also clarify expectations moving forward, emphasizing the importance of punctuality and team reliance. For example, “Going forward, I’d like to see you arriving on time consistently. If there’s anything impacting your ability to do so, please let me know so we can find a solution.”

To motivate Jim and encourage positive change, the manager should incorporate positive feedback related to his strengths and past contributions. This reinforcement helps Jim see that his overall performance is valued, which can motivate him to correct the recent issues. Statements such as, “Your work ethic and dedication the rest of the year have been commendable, and I am confident you can get back to that level,” reinforce his self-efficacy and commitment.

In conclusion, the review should combine constructive feedback with sincere praise, guiding Jim toward improved performance while reaffirming his value. This balanced approach fosters motivation and commitment, ultimately leading to better adherence to workplace standards. A well-conducted review not only addresses immediate concerns but also encourages ongoing growth and development, benefitting both Jim and the organization.

References

• Dessler, G. (2020). Human Resource Management (16th ed.). Pearson.
• Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competence: From International HR to Talent Management. Journal of World Business, 51(1), 103-114.
• Armstrong, M. (2014). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Snape, E. S., Redman, T., & Bamber, G. J. (2018). Managing Human Resources. Pearson.
• Society for Human Resource Management. (2021). Performance Management Toolkit. SHRM.
• Latham, G. P. (2012). Becoming an Evidence-Based Practitioner: An Organizing Framework and Principles. The Industrial-Organizational Psychologist, 50(2), 49–55.
• Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing Human Resource Management. Routledge.
• DeNisi, A. S., & Pritchard, R. D. (2014). The Smart Firm. Journal of Organizational Behavior, 35(S1), 3-17.
• Kaufman, B. E. (2015). The Roots of Human Resource Management. Cornell University Press.
• Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2012). HR Competencies: Mastery at the Core of Our Profession. Human Resource Management, 51(6), 757-764.