Performance measurement is a key role in human resources management today.
• Analyze at least three types of performance appraisals.
o Identify some of the advantages and/or disadvantages of each type.
o Feel free to share personal experiences or concerns that arise when considering how to have tough conversations with employees.
• Identify which approaches should be taken when an employee warning is needed, or corrective action is required.
o Note the key considerations for managers in each of these situations.
o Cite at least one reference
Part Two: Developing an Employee Training Session
This portion should be no more than two pages in length. Imagine you are a new employee in an HR department. Your first task is to develop a plan for an employee training session on stress management.
• Identify specific, relevant topics that should be covered during the training session, with justification.
• Describe proven methods of tracking employee attendance and dealing with employees who do not attend or participate in mandatory training.
• Develop detailed criteria to assist in selecting a vendor to use for the stress management training session.
• Provide a well-reasoned explanation for why one of these training methods is most effective: presentations, case studies, simulations, and discussions.
• Cite two or more credible, relevant, and appropriate sources that support the creation of a training plan.
Part Three: Dismissal Meeting
Write a 6-8 page paper in which you:
• Propose three ways, proven to be effective, that a manager can cope with negative emotions that accompany an organizational layoff.
• Describe a detailed, step-by-step process for conducting a dismissal meeting.
• Determine fair and equitable compensation, with justification, that the company may provide to the separated employee.
• Create a chart depicting a fair and equitable timeline for the disbursement of the compensation.
o Use Microsoft Word or an equivalent application, such as OpenOffice.
• Predict three ways an organizational layoff can affect a company’s future strategic direction.
• Support your propositions, assertions, arguments, or conclusions with at least four credible, relevant, and appropriate sources synthesized in a coherent analysis.
