Primary Task Response: Within the Discussion Board area, write 400–600 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. 

Be substantive and clear, and use examples to reinforce your ideas.

You have completed Parts 1 and 2 of the Organizational Change Action Plan project. This week, you will begin to work on Part 3 of the project. Remember, Part 4 of the project (References and Appendices) will be worked on throughout the course.

Based upon the course readings, supplementary materials, and your own literature search via the CTU online library, discuss the following:

Evaluate the academic and practitioner literature as applied to the client organization Discuss how systems interact. For example, describe the importance of understanding system dynamics.

Provide at least 2 scholarly resources to support your response. Use the LIBRARY or the MGMT Doctoral Library for help.

The human resource manager must be skilled and knowledgeable and have the ability to respond appropriately to many different situations. While it is important to be tactile in hard skills, it is also important to be well versed in soft skills. Often, soft skills are mistaken as weak or secondary to the important strategic behaviors required of a manager in a successful organization; however, soft skills have a specific role in engaging and empowering employees.

Define the various soft skills that would facilitate the empowerment and engagement of the employee. Think back to the components of the job analysis and job description, and consider how to use soft skills to put the contents into actions and behaviors. How do soft skills move the employee to a place of value and ownership? Will the same soft skill behaviors work for all position types?

The evaluation of performance should be a process that assists in achieving individual and organizational goals and serves as a catalyst for overcoming challenges. The assignment connects the dots between the initial position questionnaire, the resulting job analysis, the job design, and finally, the intent of the performance appraisal process.

For this assignment, you will

Evaluate the importance of the initial position questionnaire/interview, the resulting job analysis, the job design, and the performance appraisal process.

Explain how each step is connected and why each is important to the next, ensuring consistency in employee job performance.

Explain the elements that you consider to be important and appropriate for an appraisal system for an individual and the organization based on your evaluation.

Support your decisions with examples and scholarly resources.

The Performance Appraisal System paper

Must be three to four double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style (Links to an external site.) resource.

Must include a separate title page with the following:

Title of paper

Student’s name

Course name and number

Instructor’s name

Date submitted

Must use at least three scholarly sources in addition to the course text.

Must document any information used from sources in APA Style as outlined in the Ashford Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide.

Must include a separate references page that is formatted according to APA Style as outlined in the Ashford Writing Center. 

 

HR Headline: Pay for Performance Remains Controversial

“Pay for Performance” has made inroads in business, but has remained a hard sell in public school systems. There are some successful examples where teacher pay has been linked to student test scores. For example, in Minnesota, some districts have stopped giving automatic raises for seniority and base 60% of all pay increases on performance. In Denver, unions and school districts designed an incentive program where teachers receive bonuses for student achievement and for earning national teaching certificates. However, some plans have not worked. For example, Cincinnati teachers voted against a merit pay proposal and Philadelphia teachers gave their bonus checks to charity rather than cashing them. It appears that having teachers involved in planning the incentive system is one key factor to success. The same can be said for all incentive plans – if employees don’t buy into them, they will not work.

Your paper may be based on a business entity of your choosing from the public or private sector and must answer the following Research Questions:

1. How could an organization measure the effectiveness of its pay-for-performance plan(s)?

2. From an employee’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan?

3. From an employer’s perspective, what are the advantages and disadvantages of using a pay-for-performance plan?