MSchwandt_ActionPlan_120923

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Rasmussen College *

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4055

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Management

Date

Jan 9, 2024

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pptx

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Click to edit Master title style 1 Final Proposal & Action Plan M e g a n S c h w a n d t R a s m u s s e n U n i v e r s i t y B 4 0 5 / M A N 4 0 5 5 : Wo r k f o r c e P e r f o r m a n c e a n d T a l e n t M a n a g e m e n t S u e H e n d e r s o n D e c e m b e r 1 0 , 2 0 2 3

Click to edit Master title style 2 Introduction • Employee Development Programs: • Crucial to organizational performance, productivity, and capacity to navigate disruption • Provide growth opportunities for employees • Should contain S.M.A.R.T. Goals • This Action Plan will go over: • Employee development plan and talent management system currently in place • Create a recommended action plan addressing what impacts performance • Determine actions to be taken • Discuss the on-going and future talent management program 2 This Photo by Unknown Author is licensed under CC BY-NC-ND

Click to edit Master title style 3 Talent Management Systems • Digital software • Covers the full range of talent management such as: • Recruiting • Onboarding • Performance Management • Learning and Development Programs • Compensations Management • Succession Planning • Current system: Rippling • Best for optimizing HR work • Accessible job posting and interview scheduling • Ability to set up new hires in 90 seconds 3 This Photo by Unknown Author is licensed under CC BY-NC-ND

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Click to edit Master title style 4 Appraisal Process, Practice, and Recommendations: 4 • Determines how well employees do their job • Determines employee contribution to organizational goals • Current process looks at: • Job Knowledge • Productivity • Work quality • Attendance • Cooperation • Attitude • Creativity • Accountability • Communication This Photo by Unknown Author is licensed under CC BY-SA

Click to edit Master title style 5 Appraisal Process, Practice, and Recommendations Cont: 5 • Current Process rates employees using a 1-4 scale • 1: Poor • 2: Fair • 3: Good • 4: Excellent • Employee takes self-assessments which are reviewed • Employee and manager set goals and objectives together • Agree to a development plan • Attend weekly meetings • Recommendation: Use of data-driven approach • Implementing the Kirkpatrick 4-Level Model of Employee Development • Level 1: Reaction • Level 2: Learning • Level 3: Behavior • Level 4: Results This Photo by Unknown Author is licensed under CC BY-SA-NC

Click to edit Master title style 6 Employee Development Plan • Focuses on: • Employee strongest area and skills • Additional Trainings/ education needed • Areas to Develop • Supervisors Impact to help employee • SMART Goals determine how the objectives will be achieved 6 This Photo by Unknown Author is licensed under CC BY

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Click to edit Master title style 7 Action Plan 7 • Provide necessary resources such as: • Training • Feedback • Development • Continuous Education • Impact on Employee Performance by employee engagement and worker motivation • Influence Employee Engagement through: • Leadership • Workplace Culture • Company Culture • Reward Practice This Photo by Unknown Author is licensed under CC BY

Click to edit Master title style 8 Action Plan: Low Performing Employees 8 • Involve employee in decision making processes • Be clear and consistent with communication • Provide more Rewards for job well done • Offer assistance in training and development areas • Highlight employee goals and objectives to align with organizational goals • Provide growth opportunities

Click to edit Master title style 9 Action Plan: Low Performing Employee Cont. • Create a Performance Improvement Plan • Include: employee name, title, department, and date • Should contain documentation or feedback and the plan, performance issues, and SMART Goals • Contain: resources needed, action steps, and an attainable timeline • Measures progress and success of PIP • Include consequences of failure such as: • Demotion • Dismissal • Transfer to another department 9 This Photo by Unknown Author is

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Click to edit Master title style 10 On-going Talent Management Program: • On-going: Rippling • Easier recruiting and onboarding • Optimized work for HR departments • Offers Tools such as: • Time • Attendance • Payroll • Learning Management • Talent Management • PEO Services • Benefits 10

Click to edit Master title style 11 Future Talent Management Program: • SAP SuccessFactors: • Cloud-based HCM software application • Supports core HR and payroll, talent management, analytics, and workforce planning and employee experience. • Employee Use: Grow skills, track goals, tack objectives, expand knowledge • Employees gain sense of importance • Retain employees • Allows management and employee to track performance at the same time 11 This Photo by Unknown Author is licensed under CC BY-NC-ND

Click to edit Master title style 12 Thank You!

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Click to edit Master title style 13 Customize this Template 13 AMA. (2023). Factors of Motivation: Unlocking Employee Potential. Retrieved from: https://www.amanet.org/articles/factors-of-motivation-unlocking-employee-potential/? Pcode=XCLQ&msclkid=2c58c4f038db1e21b4f3a19a39c3e195&utm_source=bing&utm_medium=cpc&utm_campaign=AMA%20-%20Generic%20-%20DSA%20- %20RLSA&utm_term=amanet.org&utm_content=F%2045%20-%2054%20%5BGeneral%5D. Indeed. (2022). 11 Talent Management Systems for HR Professionals to Try. Retrieved from: https://www.indeed.com/career-advice/career-development/talent-management- systems. Indeed. (2023). 10 Tips To Successfully Advance In Your HR Career. Retrieved from: https://www.indeed.com/career-advice/career-development/hr-career- advancement#:~:text=10%20tips%20for%20HR%20career%20advancement%201%201.,8%208.%20Increase%20your%20knowledge%20...%20More%20items. Indeed. (2023). What Is A Performance Improvement Plan (PIP)? Retrieved from: https://www.indeed.com/hire/c/info/pip-meaning. SAP SuccessFactors. (2022). Human Capital Management FAQS. Retrieved from: https://www.sap.com/products/hcm.html. Smidt, A., Balandin, S., Sigafoos, J., & Reed, V. A. (2009). The Kirkpatrick model: A useful tool for evaluating training outcomes. Journal of Intellectual & Developmental Disability , 34 (3), 266–274. https://doi.org/10.1080/13668250903093125 Traugott, J. (2014). Achieving Your Goals: An Evidence-Based Approach. Retrieved from: https://www.canr.msu.edu/news/achieving_your_goals_an_evidence_based_approach.

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