In 150–250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives?

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Text

Youssef, C. (2015). Human resource management (2nd ed.) [Electronic version]. Retrieved from https://ashford.content.edu

  • This text is a Constellation™ course digital materials (CDM) title.

Article

Jackson, E. (2010, January 9). Ten Biggest Mistakes Bosses Make In Performance Reviews (Links to an external site.)Links to an external site. – Forbes. Information for the World’s Business Leaders – Forbes.com. Retrieved from http://www.forbes.com/sites/ericjackson/2012/01/09/ten-reasons-performance-reviews-are-done-terribly/

Multimedia

Cascio, W. (n.d.). Aligning HR with Business Strategy featuring Wayne Cascio, PhD (Links to an external site.)Links to an external site. – YouTube. [Video] YouTube – Broadcast Yourself.  Retrieved from http://www.youtube.com/watch?v=VmAGhC-yUUQ

Discussion 1

Performance management is an important HRM function as it is the processes and actions taken to align employee performance with organizational objectives. After reading the article, “Ten Biggest Mistakes Bosses Make In Performance Reviews (Links to an external site.)Links to an external site.,” discuss three mistakes you have experienced or witnessed in the workplace. What would be your recommendations to correct these mistakes? Respond to at least two of your classmates’ posts by Day 7. Initial post should be 150-250 words in length. Please cite at least one scholarly reference in addition to the course text to support your response.

(Links to an external site.)Links to an external site.D

Discussion 2

In 150–250 words, what are the goals of employee selection? Compare and contrast two selection methods and how these selection methods impact the achievement of organizational objectives? Respond to at least two of your classmates’ posts by Day 7. Please cite at least one scholarly reference in addition to the course text to support your response.

Briefly explain the role of rank in the high status and low status behavior you observed.  In what ways were the people in this film either reinforcing or challenging ranking systems?

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This activity aligns with your lecture on context and power in intercultural communication.  Please do not complete until prompted to do so in your lecture.

For the following questions, you will need to watch the two videos posted below.  The videos are clips from a documentary titled Color of Fear.  The documentary is about eight men of various racial and ethnic backgrounds who sit together in a room to discuss race and racism in the United States.

Although there are 8 men in the room and you will hear many of them speak, these two clips will focus primarily on two people: David Christensen and Victor Lewis.  Take a moment to watch both videos (about 10 minutes combined) and think about how the onion model might apply to their interaction.  I also want you to observe the other people in the room: their words, their facial expressions, and their body language.  Again, think about how the onion model might apply.

video1

video2

Question 1

List three specific examples of high status behavior you observed in clips from this film.  Identify who exhibited it them, what they did, and explain how it was high status behavior.

Question 2

List three specific examples of low status behavior you observed in the clips from this film.  Identify who exhibited it them, what they did, and explain how it was high status behavior.

Question 3

Briefly explain the role of rank in the high status and low status behavior you observed.  In what ways were the people in this film either reinforcing or challenging ranking systems?

Question 4

In what ways did the status play you observed indicate power (in the way that Nieto and Boyer use the concept in their model)?  In what ways did you observe a spiritual or psychological power from the people in the film?It’s due 1hour 30 minutes later

Explain the ideological belief systems of a manager who espouses empowerment for the overall agency, staff members, and clientele.

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Review the 12 principles presented by Hardina et al. in the section titled “Humans Service Organizations and Empowerment” in Ch. 4 of Management of Human Service Programs. Additional resources may be used.

Write a 1,050- to 1,400-word paper that discusses the principles presented by Hardina et al. In your paper, discuss the principles that characterize an empowerment approach to social service management, and evaluate how these principles are applied to a human service organization in which you are familiar.

Specifically, address the following:

  • Explore what themes from classical management theories (bureaucracy, scientific management, universal management principles, etc.) are utilized with an empowerment approach.
  • Explain the ideological belief systems of a manager who espouses empowerment for the overall agency, staff members, and clientele.
  • Explain the differences between horizontal and top down organizational models.
  • Explain how the concepts of team building and collaboration are met through the use of contemporary management theories.
  • Discuss strategies for consistent evaluation of organizational efficacy that includes strategic feedback from clients, community constituency groups, and staff members within the agency.

Hardina et al. (2007) suggest that an “empowering approach” to social service management is characterized by the following basic principles:                                                                               1. Empowerment-oriented organizations create formal structures to support the participation of clients in organizational decision-making …

2. Empowerment-oriented organizations create partnerships with program beneficiaries in which all parties (clients, staff, and board members) are equal participants …

3. The purpose of client involvement in service delivery is to decrease personal feelings of powerlessness and to improve the quality of, and access to, services …

4. Empowerment-oriented organizations explicitly develop policies, programs, and procedures that can be used to bridge cultural, ethnic, gender, and other demographic barriers to effective service delivery …

5. Empowerment-oriented organizations have top managers who are ideologically committed to the empowerment of both staff members and program beneficiaries …

6. Empowerment-oriented organizations engage in specific strategies to increase the psychological empowerment and motivation of workers …

7. Empowerment-oriented organizations promote the use of team building and collaboration among staff members …

8. Empowerment-oriented organizations encourage staff to advocate for improvements in services and policies …

9. Empowerment-oriented management approaches can only produce effective outcomes when a consistent funding base is available to maintain the organization …

10. Empowerment-oriented organizations involve clients, community constituency groups, and staff members in ongoing evaluation of services and program renewal …

11. Empowerment-oriented organizations act to increase their own political power as well as the political influence of program beneficiaries …

  Develop a rating scale, and provide a legend that identifies the distinct performance rating definitions. There must be a minimum of three levels. (The template has three levels; however, you can add more.)

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Instructions

For this assignment, determine an effective process to evaluate the performance of one of your employees. As you have determined that periodic evaluations can be more beneficial than annual evaluations, you will be evaluating the mid-level manager who you hired and who has now been on board for 6 months. Your process should include an appropriate evaluation tool and a means of providing feedback on the employee’s performance issues.

There are three parts to this project. You will begin by developing a performance review form that contains a minimum of 10 points of criteria. This template is a starting point and may be used as-is or can be modified as you wish. The template has 10 points of criteria; however, you can add more if the specifics of the position warrant you doing so.

Provide an explanation for each of the criteria. Remember, these should directly represent the knowledge, skills, and abilities (KSAs) as well as the requirements for the position.

Develop a rating scale, and provide a legend that identifies the distinct performance rating definitions. There must be a minimum of three levels. (The template has three levels; however, you can add more.)

Next, you will fill out your newly created form to evaluate the mid-level manager. This is, of course, based on the input of the immediate supervisor and your own assessment.

Evaluate each criteria, and include a minimum of three criteria where the employee does not meet performance expectations.

Summarize the employee performance appraisal in the comments section.

Identify the employee’s strengths and weaknesses.

Offer feedback and coaching on ways that the employee can improve his or her performance.

Finally, you will write a one-page synopsis in which you explain the value of your evaluation process and a new tool to your leadership team. Include the information below:

o    how the changes will benefit the organization,

o    how equal employment opportunity laws were considered, and

o    strategies that leaders can use to address unmet employee performance expectations.

Include two sources to support your explanation.

The template is only a guideline. You are encouraged to modify it as you wish, as long as it still meets all of the above-listed requirements. Combine your completed template and the one-page synopsis into one document (.doc or .pdf) to upload in Blackboard. Ensure that you include a title page. Adhere to APA Style when creating citations and references for this assignment.