University of Maryland W5 Performance Management and Performance Appraisals Discussion Hello, this is a two part discussion question. Discussion One: Exp

University of Maryland W5 Performance Management and Performance Appraisals Discussion Hello, this is a two part discussion question. Discussion One: Explain the difference between performance management and performance appraisals and discuss the components of a performance management process. How does performance management provide strategic value to the organization? Share an example of an employee performance goal that is aligned with an organizational performance need.Explain how performance feedback can be delivered to motivate employees and enhance performance. Discuss some strategies for managing poor performance and how and when you would use development plans to improve performance issues. Be sure to use the references provided for the in text citations on the reference document. Discussion Two: Focus on Analytics “With the additional responsibilities of being a strategic business partner, the modern HR function now faces greater pressure to make sound and impactful decisions. As a result, data-driven decisions have become an integral part of effective strategic HRM. To achieve strategic objectives and a competitive advantage, a growing number of organizations collect, analyze, and interpret data via HR information systems and HR analytics. More specifically, technological advances have made it easier to capture and store HR data in HR information systems, and using HR analytics, these data can be used to improve HR systems, policies, and practices and, as a result, the performance and viability of the organization. HR analysts test hypotheses to determine the best ways to manage people within the organization—or in other words, to arrive at data-driven decisions that bring the organization one step closer to meeting strategic objectives” (Bauer et al, 2018, p. 42). Bauer, T., Erdogan, B., Caughlin, D., & Truxillo, D. (2018). Human Resource Management: People, Data, and Analytics. SAGE Publications. ** Study the data collection in the attached spreadsheet. Then study the slides showing how to correlate one variable with another. Lastly, complete the activity on slide 3 with an explanation of the results. In a blank cell, enter the equal symbol (=) followed by the
CORREL function, followed by a beginning parenthesis.
Enter the range of cell values that corresponds to the array of
numeric values that fall below the Job Satisfaction variable
name, which in this case is B2:B51
Enter a comma (,)
Enter the range of cell values that corresponds to the array of
numeric values that fall below the Customer Satisfactin Rating
variable name, which in this case is C2:C52. Enter an ending
parenthesis, and click ENTER.
Remember, correlation coefficients can range from -1.00 to
1.00, where -1.00 indicates a perfect negative (inverse) linear
association, 1.00 indicates a perfect positive linear association,
and .00 indicates no association.
In this case the correlation coefficient is 0.48
Regarding the sign, the correlation coefficient is a medium,
positive, association. In other words, there is a correlation
between job satisfaction and customer satisfaction.
< .10 (negligible) .10 - .29 (small) .30 - .49 (medium) .50 - 1.00 (large) Employee ID Years of experience 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 Customer Satisfaction 3.00 3.33 2.67 2.67 3.33 3.67 3.00 2.00 3.67 3.67 4.00 3.00 3.67 3.00 4.67 2.00 4.67 4.67 3.33 3.33 3.33 3.33 3.67 3.67 4.33 3.91 5.43 3.98 5.23 4.57 4.62 4.07 2.69 7.00 3.49 5.96 3.84 6.83 2.58 5.50 6.12 7.00 6.42 4.53 3.17 4.48 5.72 6.11 6.11 4.26 Now you try it! Put these numbers into an Excel spreadsheet, calculate the correlation (if any) and explain what the results mean. Employee ID 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 Job Satisfaction Customer Satisfaction 3.00 3.91 3.00 5.43 3.67 3.98 3.67 5.23 3.33 4.57 3.67 4.62 4.00 4.07 3.00 2.69 3.67 7.00 2.67 3.49 3.67 5.96 3.33 3.84 4.33 6.83 2.33 2.58 4.00 5.50 3.00 6.12 4.33 7.00 4.67 6.42 2.67 4.53 3.33 3.17 3.67 4.48 3.33 5.72 4.33 6.11 4.00 6.11 4.00 4.26 3.33 5.18 3.00 3.76 4.67 4.31 4.00 5.96 4.00 7.00 3.67 4.79 4.33 6.22 4.33 5.85 3.67 6.13 3.00 4.70 4.00 6.52 3.00 5.27 3.33 6.75 3.67 4.60 4.00 3.57 5.00 3.86 4.67 5.78 4.00 6.82 3.00 4.45 4.00 6.01 3.33 7.00 47 48 49 50 4.67 2.33 3.00 4.67 6.68 4.23 4.06 6.84 Week Five References: Jones (2016). How Ongoing Performance Management Benefits the Employee and the Business. Retrieved from YouTube. (2018). Performance Management vs. Performance Appraisal. Retrieved from Heathfield (2019). Tips to Create Successful Performance Appraisal Goals. Retrieved from Communication and Performance Feedback Heathfield (2019). How to Provide Feedback that Helps Employees Improve. Retrieved from Lucas (2019). How to Provide Constructive Feedback to Develop Employee Skills. Retrieved from Leonard (2018). What is Performance Feedback? Retrieved from Performance Development Heathfield (2018). Performance Development Planning. Retrieved from Ott (n.d.). 3 Reasons Why Performance Development Wins in the Workplace. Retrieved from Issues and Improvement Plans Mayhew (n.d.). Handling and Documenting Employee Performance Issues. Retrieved from Heathfield (2019). Learn About Performance Improvement Strategies. Retrieved from Heathfield (2019). How to Manage an Employee Whose Performance is a Challenge. Retrieved from Recommended reading Heathfield (2018). Use Performance Management. Retrieved from Smith (2018). Communication: The Feedback Sandwich. Retrieved from Heathfield (2019). Performance Improvement Plans: Content and a Sample Form. Retrieved from Jones (2016). Why Next Generation Performance Management is the Way of the Future. Retrieved from Jones (2016). The Look and Feel of Next Generation Performance Management. Retrieved from Bacal (n.d.) “Diagnosing Performance Problems” (HTML) The Performance Management and Appraisal Resource Center . Retrieved from (Short article discussing the seven factors that can influence or determine the level of performance) Heathfield (2019). Help Your Employees Develop Their Strengths - Not Their Weaknesses. Retrieved from Heathfield (2019). Coaching Tips for HR Professionals. Retrieved from Heathfield (2019). Steps to Create a Career Development Plan. Retrieved from Heathfield (2019). How to Develop a Balanced Scorecard as a Performance Management Tool. Retrieved from Heathfield (2020). How Great Managers Motivate their Employees. Retrieved from Lumen Learning (n.d.). Goal-Setting Theory. Retrieved from Petty (2019). Tips to Help You Prepare for Difficult Workplace Conversations. Retrieved from Purchase answer to see full attachment

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