Create A PowerPoint Presentation For Senior Executives ✓ Solved

Create a PowerPoint Presentation for senior executives that

Create a PowerPoint Presentation for senior executives that will outline a performance management plan for a performance gap within your organization. Your presentation should include the following:

  • Identify a performance gap to be addressed with performance management.
  • Establish short-term and long-term goals for a performance management plan.
  • Establish permanent change components for a performance management plan.
  • Create trigger points of missed targets for a performance management plan.
  • Select a training strategy to address the performance gap.

Your presentation should include 12-15 slides, including the title and reference slide, with speaker notes of no more than 100 words. Use your textbook to complete this assignment as well as supplementary sources from your research. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Mason, OH: South-Western.

Paper For Above Instructions

## Title Slide

Performance Management Plan for Addressing Performance Gaps

Presented by: [Your Name]

Date: [Insert Date]

## Slide 1: Introduction

The objective of this presentation is to outline a performance management plan to address a specific performance gap identified within the organization. Effective performance management plans are crucial for organizational success and employee satisfaction. They involve identifying performance gaps, establishing goals, implementing change components, determining triggers for missed targets, and specifying training strategies.

## Slide 2: Identifying the Performance Gap

In our case, the identified performance gap is the declining sales performance among frontline sales staff, which has decreased by 20% over the past year. This dip can be attributed to ineffective sales strategies and inadequate training. To inform this management plan, we will analyze the factors contributing to this decline, including lack of product knowledge and outdated selling techniques.

## Slide 3: Short-Term Goals

Short-term goals are designed to provide immediate solutions and create momentum towards improvement. For this performance gap, short-term goals include:

  • Implementing a product knowledge training workshop within the next month.
  • Increasing motivation through improved commission structures over the next quarter.
  • Conducting bi-weekly performance reviews to monitor progress and adapt strategies.

## Slide 4: Long-Term Goals

Long-term goals focus on sustained improvement and strategic alignment with organizational objectives. These include:

  • Achieving a 30% increase in sales over two years.
  • Developing a comprehensive training program for new hires to ensure ongoing success.
  • Establishing a culture of continuous feedback and improvement in sales techniques.

## Slide 5: Permanent Change Components

To ensure that improvements in sales performance are permanent, the following components will be included in our performance management plan:

  • Regularly scheduled training and coaching sessions for all sales staff.
  • Implementing a mentorship program pairing experienced sellers with new employees.
  • Use of performance metrics to track individual and team success continuously.

## Slide 6: Trigger Points of Missed Targets

Recognizing when targets are missed is essential for proactive management. Trigger points include:

  • A monthly sales report indicating less than 75% of sales targets are met.
  • Employee feedback highlighting recurring challenges in closing sales.
  • Declines in customer satisfaction scores linked to sales interactions.

## Slide 7: Training Strategy

Addressing the performance gap necessitates a structured training strategy. The selected strategy involves:

  • Blended learning, combining online courses with in-person workshops.
  • Role-playing scenarios to reinforce selling techniques and strategies.
  • Post-training assessments to evaluate retention and application of skills.

## Slide 8: Plan Assessment Criteria

The success of the performance management plan will be measured through:

  • Increased sales figures quarterly.
  • Employee surveys on training efficacy.
  • Customer feedback reflecting improvements in service.

## Slide 9: Conclusion

In conclusion, to effectively address the performance gap, we propose a robust management plan incorporating identified goals, permanent change components, trigger points, and adaptable training strategies. Together, these elements will foster a culture of growth and continuous performance improvement.

## Slide 10: References

All concepts and frameworks referenced throughout the presentation are drawn from reputable sources to ensure accuracy and relevancy:

  • Werner, J. M., & DeSimone, R. L. (2012). Human Resource Development (6th ed.). Mason, OH: South-Western.
  • Armstrong, M. (2016). Armstrong’s Handbook of Performance Management. Kogan Page.
  • Drucker, P. F. (2007). Management: Tasks, Responsibilities, Practices. HarperCollins.
  • Kahn, W. A., & Byosiere, P. (1992). Stress in Organizations. In Handbook of Industrial and Organizational Psychology (pp. 571-650). Consulting Psychologists Press.
  • Schermerhorn, J. R., & Bachrach, D. G. (2016). Management. John Wiley & Sons.
  • Doran, G. T. (1981). There's a S.M.A.R.T. Way to Write Management's Goals and Objectives. Management Review, 70(11), 35-36.
  • Cascio, W. F. (2015). Managing Human Resources. McGraw-Hill Education.
  • Pearce, J. A., & Robinson, R. B. (2015). Strategic Management: Formulation, Implementation, and Control. McGraw-Hill Education.
  • Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels. Berrett-Koehler Publishers.
  • Goldsmith, M., & Morgan, H. (2000). The Future of Leadership: Today’s Top Leadership Thinkers Speak to Tomorrow’s Leaders. Jossey-Bass.

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