1. Discuss how you can manage performance as a manager and give examples of how to change, reinforce or mold employee behavior.
2. How do you manage performance if good performance actually penalizes the employee’s opportunities for promotion or transfer?
3. What is needed for career development programs to be successful?
4. Differentiate between organizational, group, individual, and job needs assessments.
5. Create an organizational plan for career path and succession planning in Human Resources.
6. Relate the effectiveness of different performance appraisal methods based on job analysis and job descriptions.
7. Empowerment is critical; micromanagement does nothing but ensure that you (the manager) will have to make all the decisions forever. Employees need to practice skills, and they will make mistakes. Thoughts on this?
Answer previewOrganizational needs assessment involves the comparison of the skills in a company currently to the skills required to achieve the future objectives and of the business. For example, training employees necessary skills in dealing with after sales services in cases of such market requirements. The group needs assessment refers to the use of focus groups to find out issues affecting the business environment and opinions from employees. Individual needs assessment is focused around a specific employee with the aim of finding out their performance while looking at their skills, learning styles and competencies. Job needs assessment, on the other hand, refers to collecting information about specific tasks and identifying the skills and competencies needs to complete the job function in question effectively (DeNisi, and Smith, 2014).
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