I NEED INSTRUCTIONS TO BE READ THROUGHLY AND FOLLOWED, PLEASE!!! THIS IS DOCTORAL WORK. Turnitin and Waypoint are being used to check for plagiarism, and please use APA format. Please pay close attention to plagiarism, it's not tolerated. make sure to use in-text citations demonstrating that I am citing my references. Please do not use fake references, this instructor will check, and this instructor will check Please keep plagiarism under! 0% or lower. VERY IMPORTANT. Let’s make sure all questions are covered and answered.
Recommended Resources Articles Ammons, D. (2015, December). Getting real about performance management: Using performance information to improve services is keyLinks to an external site.. Public Management, 97(11), 8–11. The full-text version of this article is available through the EBSCOhost database in the University of Arizona Global Campus Library. This article looks at targeted and specific reasoning behind performance management evaluation and may assist you in your Whose Performance Shall We Evaluate? discussion forum this week. Baldenius, T., Nezlobin, A. A., & Vaysman, I. (2016). Managerial performance evaluation and real optionsLinks to an external site.. Accounting Review, 91(3), 741–766. https://doi.org/10.2308/accr-51268 The full-text version of this article is available through the EBSCOhost database in the University of Arizona Global Campus Library. This article looks at options related to management-level performance evaluations and may assist you in your Whose Performance Shall We Evaluate? discussion forum this week. Bregman, P. (2016, January 11). The right way to hold people accountableLinks to an external site.. https://hbr.org/2016/01/the-right-way-to-hold-people-accountable The article looks at the options for performance evaluation and the proper ways of completing the task and may assist you in your All Other Duties as Assigned and your Whose Performance Shall We Evaluate? discussion forums this week. Website Society for Human Resource ManagementLinks to an external site.. (n.d.). https://www.shrm.org This is a professional organization that has a wide range of articles relating to HR topics and strategies, standards, and competencies. Founded in 1948, Society for Human Resource Management (SHRM) is the world’s largest and leading provider of resources to serve the needs of HR professionals and advance the professional practice of Human Resource Management. This website may assist you in your All Other Duties as Assigned discussion forum and your Whose Performance Shall We Evaluate? discussion forums this week. To join, go to SHRMLinks to an external site. and click on “Join Now.” Be sure to select the STUDENT membership option (located here Student MembershipLinks to an external site.), as the fee is significantly less than the other membership options. Membership gives you access to member-exclusive sample policies, legal and compliance resources, HR news, free webcasts, HR Magazine, Ask an HR Advisor service, and more. Weekly Lecture Week 5 Lecture In Week 5, you will utilize performance outcomes as a guide for training and development and assess the importance of measurable expectations. Additionally, you will explain the connection of performance evaluations to individual and organizational success. Some argue that the Performance Evaluation has lost its value as a functional Human Resource tool. Falcone and Tan (2013) argue the direct opposite of that theory and believe with proper management and measurement, an organization sets itself apart and above the competition. Proper design of the performance plan, thoughtful facilitation, and qualified analysis deliver all shareholders of the organization with the most valuable tool for growth, development, and success. Week 5 takes us to the final step in the overall process of job analysis and design, the performance evaluation. What exactly is the performance evaluation? Falcone and Tan (2013), define the process as more than a catalyst for the annual merit increase. When properly constructed the performance management system connects and reinforces organizational strategies and individual professional development. As you move through the content of The Performance Appraisal Tool Kit (Falcone and Tan, 2013) reflect back on personal experiences with the evaluation process. What went right? What went wrong? Was the evaluation of a process by which there were accountabilities built-in related to the expectations provided within the job description? Make a list of what you consider to be important considerations for a proper performance management system and then compare your list to the recommendations provided by the authors. What is the intent of the evaluation and will your list achieve those expectations? What are must-haves and what should be excluded? Everyone has encountered the infamous placeholder on the job description – “other duties as assigned.” What are the implications of this explicit language on performance outcomes? Are there dangers or risks of including subjective language that may or may not be measurable? Are there times that the inclusion of the language might be a matter of life safety? This task encourages you to take a deeper look at the language within the job description and the potential outcomes that some of the language may cause. As an HR professional, it is important that you explore all options available and understand the risks involved when the wrong options are chosen. After moving through this task and the required research, you will should be confident in your skill level and understanding of the importance of the language. References Falcone, P. & Tan, W. (2013). The performance appraisal tool kit. New York: American Management Association. Whose Performance Shall We Evaluate? [WLOs: 2, 3] [CLO: 4] Falcone and Tan (2013) provide us with specific elements for the development of a performance evaluation program that addresses all areas of organizational process related to behaviors, conduct, and outcomes. While the job analysis and job description make up the catalyst for performance evaluation design, it is equally important to determine the intended outcomes of the process when considering the appropriate components for the evaluation tool. It is important to remember that individuals must understand the expectations before they can be held accountable for the action. In your initial discussion forum post, · Identify the content for an evaluation that would manage and measure performance. · Discuss a system or tool for evaluating performance comprised of accountability and strategic planning for the individual and the organization. · Explain your choice, the measurability, and the intended outcomes.