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 organizationor 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 https://blog.shrm.org/blog/how-ongoingperformance-management-benefits-the-employee-and-the-business YouTube. (2018). Performance Management vs. Performance Appraisal. Retrieved from https://www.youtube.com/watch?v=iVYZI8A29P4 Heathfield (2019). Tips to Create Successful Performance Appraisal Goals. Retrieved from https://www.thebalancecareers.com/create-successfulperformance-appraisal-goals-1918840 Communication and Performance Feedback Heathfield (2019). How to Provide Feedback that Helps Employees Improve. Retrieved from https://www.thebalancecareers.com/provide-feedback-that-hasan-impact-1916642 Lucas (2019). How to Provide Constructive Feedback to Develop Employee Skills. Retrieved from https://www.thebalancecareers.com/constructive-feedback-tohelp-employees-grow-4120943 Leonard (2018). What is Performance Feedback? Retrieved from https://smallbusiness.chron.com/performance-feedback-1882.html Performance Development Heathfield (2018). Performance Development Planning. Retrieved from https://www.thebalancecareers.com/performance-development-planning-1916761 Ott (n.d.). 3 Reasons Why Performance Development Wins in the Workplace. Retrieved from https://www.gallup.com/workplace/231620/why-performancedevelopment-winsPerformance Issues and Improvement Plans Mayhew (n.d.). Handling and Documenting Employee Performance Issues. Retrieved from https://smallbusiness.chron.com/handling-documentingemployee-performance-issues-10775.html Heathfield (2019). Learn About Performance Improvement Strategies. Retrieved from https://www.thebalancecareers.com/performance-improvement-strategies1918714 Heathfield (2019). How to Manage an Employee Whose Performance is a Challenge. Retrieved from https://www.thebalancecareers.com/managingemployee-performance-challenge-1917609 Recommended reading Heathfield (2018). Use Performance Management. Retrieved from https://www.thebalancecareers.com/use-performance-management-1918853 Smith (2018). Communication: The Feedback Sandwich. Retrieved from https://blog.shrm.org/blog/communication-the-feedback-sandwich Heathfield (2019). Performance Improvement Plans: Content and a Sample Form. Retrieved from https://www.thebalancecareers.com/performance-improvementplan-contents-and-sample-form-1918850 Jones (2016). Why Next Generation Performance Management is the Way of the Future. Retrieved from https://blog.hrps.org/blogpost/1346767/Why-NextGeneration-Performance-Management-Is-the-Way-of-the-Future Jones (2016). The Look and Feel of Next Generation Performance Management. Retrieved from https://blog.hrps.org/blogpost/The-Look-and-Feel-of-NextGeneration-Performance-Management Bacal (n.d.) Diagnosing Performance Problems (HTML) The Performance Management and Appraisal Resource Center . Retrieved from http://performanceappraisals.org/Bacalsappraisalarticles/articles/diagper.htm (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 https://www.thebalancecareers.com/help-developemployee-strengths-not-weaknesses-1918672 Heathfield (2019). Coaching Tips for HR Professionals. Retrieved from https://www.thebalancecareers.com/tips-for-effective-coaching-1917836 Heathfield (2019). Steps to Create a Career Development Plan. Retrieved from https://www.thebalancecareers.com/steps-to-create-a-career-developmentplan-1917798 Heathfield (2019). How to Develop a Balanced Scorecard as a Performance Management Tool. Retrieved from https://www.thebalancecareers.com/balancedscorecards-as-performance-management-tools-4164627 Heathfield (2020). How Great Managers Motivate their Employees. Retrieved from https://www.thebalancecareers.com/how-great-managers-motivate-theiremployees-1918772 Lumen Learning (n.d.). Goal-Setting Theory. Retrieved from https://courses.lumenlearning.com/wmintrobusiness/chapter/goals/ Petty (2019). Tips to Help You Prepare for Difficult Workplace Conversations. Retrieved from https://www.thebalancecareers.com/difficult-workplaceconversation-2275820 Purchase answer to see full attachment
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