Grow Your StaffGrow Your Staff

Eva GloriaUniversity of Phoenix - HRM 531

Identifying Operational GapsIdentifying Operational Gaps By conducting an gap analysis, we

can compare expectations with current levels to identify if an operational gap exists within an organization.

Gap analysis tool can be used to assess operational excellence in areas that include:

Human Resources Information Technology Business direction & processes

Gap analysis will provide insight into areas that can be improved and therefore allow us to create and implement a strategy to avoid operational gaps in the future.

Identifying Operational GapsIdentifying Operational Gaps

Create and implement an plan that will align organizational goals and business objectives with an employee’s professional goals for optimum results.

Provide managers with training to promote cohesive work environments that motivate employees to achieve organizational goals.

Considering employees strengths, weaknesses, goals and developmental needs and setting goals through performance appraisals will be beneficial is closing operational gaps.

Employee Development PlanEmployee Development Plan

Conduct an employee performance appraisal twice per year to measure employee development.

Create an employee self-assessment questionnaire.

Information from employee self-assessments can help guide discussion for future goals and any performance issues.

Using performance appraisals enables an organization to see what areas an employee needs for development and create a development action plan.

Performance appraisals are a great way to determine if an employee is on or off track.

Development ActionsDevelopment Actions

Create development opportunities to enhance employees Create development opportunities to enhance employees skills and abilities. Provide opportunities through a series of :skills and abilities. Provide opportunities through a series of :

TrainingTraining Cross-TrainingCross-Training ProjectsProjects 360 degree feedback360 degree feedback

Take steps to monitor employee progress. Observe how the Take steps to monitor employee progress. Observe how the employee performs and take a positive approach to correcting employee performs and take a positive approach to correcting actions that should be done differently in addition to actions that should be done differently in addition to providing praise on what is done correctly. providing praise on what is done correctly.

Create an open door policy allowing employees to speak to Create an open door policy allowing employees to speak to managers when they are in doubt about tasks and need a managers when they are in doubt about tasks and need a boost of confidence. Encouraging employees with an open boost of confidence. Encouraging employees with an open door policy to let them know you are there to help will benefit door policy to let them know you are there to help will benefit the organization in the long run. the organization in the long run.

Employee Performance EvaluationsEmployee Performance Evaluations

Employee appraisals are a great way to identify performance gaps and establish goals for the upcoming year.

Appraisals allow managers to recognize an employees key strengths and accomplishments.

Managers can communicate any challenges or development opportunities for the employee.

An overall performance summary can determine if the employee is on track with his or her performance or requires additional training and development for the position. A course of action can be created from the findings in an performance appraisal.

Employee Evaluation Employee Evaluation WorksheetWorksheet

Feedback on Employee Feedback on Employee EvaluationsEvaluations

Be specific by providing accurate Be specific by providing accurate examples that illustrate ways in which the examples that illustrate ways in which the employee was or was not effective in employee was or was not effective in certain instances.certain instances.

Describe substantively the action/behavior Describe substantively the action/behavior for which feedback is being provided.for which feedback is being provided.

Clarify and define an alternative way of Clarify and define an alternative way of acting/behaving that would result in acting/behaving that would result in improved performance. improved performance.

Pinpoint areas in which you feel Pinpoint areas in which you feel improvement would benefit the employee improvement would benefit the employee and the organization.and the organization.

Employee Evaluations & Employee Evaluations & Organizational GoalsOrganizational Goals

Employee evaluations allow management Employee evaluations allow management to outline expectations and set goals for to outline expectations and set goals for employees.employees.

Evaluations help bridge operational gaps Evaluations help bridge operational gaps between current performance and between current performance and performance necessary to meet performance necessary to meet organizational goals.organizational goals.

Evaluations provide a clear understanding Evaluations provide a clear understanding and help avoid conflicts. Feedback and help avoid conflicts. Feedback provides employees with great insight provides employees with great insight aimed at employees long-term success.aimed at employees long-term success.

Emphasis is placed on providing Emphasis is placed on providing employees with actionable feedback not employees with actionable feedback not ineffective feedback.ineffective feedback.

Employee Evaluations & Employee Evaluations & Organizational GoalsOrganizational Goals

Employee evaluations impact organizational Employee evaluations impact organizational goals by enabling managers to conduct cost goals by enabling managers to conduct cost benefit analysis.benefit analysis.

Evaluations help bridge gaps within the Evaluations help bridge gaps within the organizations process and procedures.organizations process and procedures.

Allows management to match their organization Allows management to match their organization type with processes best suited to achieve goals.type with processes best suited to achieve goals.

Use an all hands on deck, employee Use an all hands on deck, employee engagement approach for all levels of the engagement approach for all levels of the organization through employee evaluations to organization through employee evaluations to meet and exceed organizational goals is best. meet and exceed organizational goals is best. Use employee evaluations to create employee Use employee evaluations to create employee engagement on all levels of the organization.engagement on all levels of the organization.

Employee Development & Employee Development & DiversityDiversity

Equal Opportunity Employment and Equal Opportunity Employment and diversity impacts employee development diversity impacts employee development as organizations provide training courses as organizations provide training courses to enhance employee awareness of to enhance employee awareness of diversity and the benefits diversity in the diversity and the benefits diversity in the work place.work place.

Provide all employees with projects that Provide all employees with projects that give them high risk and rewards.give them high risk and rewards.

Encourage employees to participate in Encourage employees to participate in mentoring programs.mentoring programs.

Train employees to understand that Train employees to understand that diversity is part of the organizational diversity is part of the organizational culture.culture.

ReferencesReferences

Anderson, A. (2012). How to Manage diversity in a workplace. Retrieved on March 24, 2012 from

http://smallbusiness.chron.com/manage-diversity-workplace-3038.html

Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York: McGraw-Hill. Cascio, W. (2010). Managing human resources: Productivity, Quality of Work Life, Profits (8th ed.). New York: McGraw-Hill.

D. Schachter (September, 2004). How to set performance goals: employee reviews are more than annual critique. Retrieved on D. Schachter (September, 2004). How to set performance goals: employee reviews are more than annual critique. Retrieved on

March 24, 2012 from http://findarticles.com/p/articles/mi_m0FWE/is_9_8/ai_n7072116/March 24, 2012 from http://findarticles.com/p/articles/mi_m0FWE/is_9_8/ai_n7072116/

Office of Affirmative Action, Equal Opportunity, and Diversity (2012). Diversity. Retrieved on March 24, 2012 from Office of Affirmative Action, Equal Opportunity, and Diversity (2012). Diversity. Retrieved on March 24, 2012 from

http://www.aaeo.ucsf.edu/ http://www.aaeo.ucsf.edu/

Mask, D. (2006). Mask, D. (2006). The 4-Step Employee Development Plan. Retrieved on March 24, 2012 from http://www.alliancetac.com/?

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