WMBA6201 2022 September Complete Course Latest (Full)

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 1 Discussion

What Is Performance Management?

Most organizations track their performance in areas such as sales numbers, social media engagement, and financial performance, to name a few. This tracking helps clarify how these areas are actually performing compared to what they want to be accomplishing with respect to organizational goals.

This same idea is true for the employees of the organization. A properly executed performance management system allows management and employees to establish both individual and organizational goals and measurements, and even create career progression plans, aligning all of these to the organization’s strategic plan.

Take time to review the weekly Learning Resources and reflect on your own experiences with performance management systems. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, which addresses the following:

Explain performance management, its evolution, and the role it plays within an organization.

Describe 2 advantages of implementing a well-designed performance management system.

Explain at least 3 purposes of a performance management system. 

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 2 Discussion

The Link Between Individual Performance Management and the Organization

The idea of performance management within organizations began in the 1960s with the idea of appraising the performance of employees within an organization. However, performance management also includes managing individual behaviors and targeted activities associated with individual goals, all the while striving to align these with the strategic direction of the organization.

Take time to review the weekly resources and reflect on your own experiences with individual performance management. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response based on and supported by your required readings, media, and research this week that addresses the following:

What is Individual Performance Management?

How does Individual Performance Management contribute to the overall performance of the organization?

Why should individual goals align with the overall strategic goals of the organization?

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 3 Discussion

Components of Organizational Performance and Improvement Strategies

When an organization is in the design stage of a performance management system, it is essential for organizational leaders, including those in HR, to have a clear understanding of the outcomes the organization wishes to achieve. In addition, organizational leaders consider the alignment of the performance management system with the organization’s strategic plan, including its mission and vision, to maintain a consistent and congruent message, and a clear sense of direction to employees.

Take time to review the weekly resources and reflect on your own experiences with organizational performance management. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week. Reflect on your previous work experience in which you have observed and/or taken part in a performance management system, i.e., an integrated system of events with the overarching goal of improving the performance of the whole organization, and address the following:

Explain why it is critical for the performance management system to be congruent with the organization’s mission, vision, culture, and strategies.

Examine if there were any gaps in the system alignment to the overall performance of your organization, and explain your conclusions.

Outline how any gaps you identify could have been closed and/or improvements that will help the performance management system’s alignment to the organization.

Analyze how you, as the HR Director, might improve the effectiveness of the organization’s performance management system.

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 5 Discussion

Simulation Reflection and Classroom Discussion

As with any system or process, performance management is made up of a series of steps and events. Sometimes there are missteps or forgotten steps, even steps out of sync, which can alter the intended results. In this Discussion, you will have an opportunity to reflect on a process essential to the effectiveness of human resources as it works to foster successful individual and organizational performance management. You took on the role of an HR professional, drawing upon your knowledge of performance management and applying it to a life-like scenario in which the department manager missed steps and did not follow the process.

Now that you have completed the Performance Management Coaching Simulation, consider what you have learned about performance management. Review the Learning Resources and then the address the following:

Day 3

Post by Day 3 a cohesive and scholarly response to the bullets below, based on your simulation experience and knowledge gained throughout this course:

Reflect on how the meeting with Max the manager went and discuss the key takeaways from your simulation experience.

Analyze your approach within the Performance Management Coaching Simulation and discuss the rationale for your approach.

Outline another coaching approach that would have also worked in the Simulation.

Discuss how the use of metrics associated with the performance review process may have helped Max avoid this problem scenario.

Explain why a manager should not use an appraisal process as an opportunity to lecture about job performance.

Discuss how the performance review process could best be used for employee development.

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

Submission and Grading Information

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 6 Discussion

Performance Management Rewards and Motivation

Every organization must be concerned with developing human capital – and for good reason! Developing human capital helps to ensure that your workforce is effective and efficient, ultimately improving your company’s overall performance and thriving as productive individuals. However, ask yourself this question first: What issues and strategies are involved when developing human capital? What are the specific outcomes you are seeking?

Take time to review the weekly resources and reflect on your own experiences with individual performance management. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response based on and supported by your required readings, media, and research this week that addresses the following:

Analyze the role of performance rewards and recognition in motivating employees, and their relationship to the performance management system.

Explain how rewards and recognition strategies can be used to motivate and monitor individual performance. Include at least 1 specific metric you recommend, and why.

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 7 Discussion

Legal Concerns of a Performance Management System

The legal aspects associated with performance management systems and the process of performance appraisals can differ from one state to another. Therefore, it is critical that those in supervisory positions make themselves aware of applicable laws in the state or country in which they are operating.

Take time to review the weekly resources and reflect on your own experiences with individual performance management. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response, based on and supported by your required readings, media, and research this week, which addresses the following:

Analyze at least 3 legal compliance issues that you as an HR professional need to undertake to ensure the performance management system is consistently compliant with all relevant laws of the state in which the organization does business.

Analyze 2 ethical situations that could arise when addressing employee issues. 

Explain how an HR professional can appropriately address at least 1 specific employee issue without violating its governing law.

Outline the types of consequences an organization could face if it is found in violation of the governing law referenced above.

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

k a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings.

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 8 Discussion

Team Performance Builds Organizational Capacity

Have you ever been part of a great team that made you love to come to work every morning? A team that charged you with positive energy and encouraged you to accomplish goals you thought might be impossible? Developing such teams takes serious effort, discipline, and strong leadership.

Communication and trust are key to team efficiency and effectiveness. Both are even more challenging when employees are working remotely on virtual teams.

Take time to review the weekly resources and reflect on your own experiences with team performance. Then, apply what you have learned and explore this week’s Discussion questions with your colleagues.       

Day 3

Post by Day 3 a cohesive and scholarly response based on and supported by your required readings, media, and research this week that addresses the following:

Describe why teams and teamwork are encouraged in organizations today.

Analyze why, or why not, team performance should be a part of the performance management system.

List 2 key reasons why teams fail.

Describe 2 common characteristics of high-performing teams and analyze why these characteristics are important to organizational success.

Day 5

Respond by Day 5 to two or more of your colleagues’ postings in one or more of the following ways:

Ask a probing question.

Share an insight from having read your colleagues’ postings.

Offer and support an opinion.

Validate an idea with your own experience.

Make a suggestion.

Expand on your colleagues’ postings

Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 1 Assignment  

Elements of an Effective Performance Management System

HR’s role in organizations has changed dramatically over the last decade, and in this newly evolved role, HR develops strategy to help drive organizational performance – at both an executive level and at a very pragmatic level. Through performance management systems implementation, organizations have been able to achieve tremendous success, even in challenging economic times and globally competitive environments. Knowing and understanding these systems is pivotal to an HR practitioner’s effectiveness in helping organizations achieve their strategic goals and ultimate success.

To complete this Assignment, review the Learning Resources for this week, and other resources you have found in the Walden Library or online, and respond to the following bullets in a 2- to 3-page paper:

Define different types of performance management systems and discuss how they differ.

Identify 3 key elements of an effective performance management system.

Explain how the 3 elements you identified interact with one another. Then, discuss how their interaction supports the effectiveness of a performance management system.

 Your Assignment must include 3 references to support your thinking.

 Note: Use the provided template for this Assignment. 

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 2 Assignment  

The Cycle of Individual Performance

Individual performance management, when viewed as a process of promoting employees’ talents and performance in their respective roles, is the driver that underlies organizational performance. This week’s Assignment examines the role of individual performance and its cycle by looking closely at the flow of activities and opportunities associated with it.

To complete this Assignment, review the Learning Resources for this week and other resources you have found in the Walden Library or online, and respond to the following bullets in a 3- to 4-page paper, which will include an Appendix page.

Identify why it is important to view performance over a period of time versus at a single point in time.

Establish a preferred review cycle time based on alternative choices, providing a rationale for your choice.

Describe 4–6 factors that can influence individual performance and impact an individual’s performance review at the end of the cycle.

Discuss at least 2 strategies essential to preventing individual performance from missing targeted goals and/or becoming de-railed.

Draw conclusions regarding the importance of an effective process for Individual Performance Management.

Create a graphic that establishes the flow of activities associated with The Cycle of Individual Performance Management. Note: This graphic will become your Appendix page.

 Your Assignment 1 must include 3 references to support your thinking.

Note: Use the provided template for this Assignment.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 3 Assignment  

Performance Management Coaching Simulation Prep

In Week 4, you will have an opportunity to put theory into practice by participating in an online simulation experience within a virtual classroom environment. This unique simulation experience will allow you to interact online in real time with an avatar representing a department manager who is struggling to buy-in to the importance of the performance management system.

Important Note: You will not be graded on your performance during the Simulation activity in Week 4; rather, this exercise is a tool to practice your skills and reflect on your coaching approach.

In the Simulation, you will be presented with four challenges surrounding interaction with Max, the department manager, and you will have the ability to effectively communicate the importance of Global ProTech’s performance management system. Use the time this week to review the specifics of the experience and interactions in the materials below. After the Simulation is complete in Week 4, you will have an opportunity to reflect on and discuss your experience during the Performance Management Coaching Simulation Discussion in Week 5.

Before you begin this Assignment, review the following resources, which provide additional information to help you prepare for your Week 4 Simulation. Then, complete the Simulation Preparedness Assignment as outlined below.

Simulation Resources

Performance Management Coaching Simulation Preparation Material

Scenario Background and Simulation Preparation

Simulation Meeting Notes Template

Performance Management Coaching Simulation Preparation Media

Introduction to the Simulated Classroom Video

Sample Simulation Video

Be a Better Coach Video

Good Coaches Ask Questions Video

Better Feedback Video

Simulation Preparedness Assignment Details

As a representative of the Human Resources Department, you want to be sure your meetings are successful and that you are able to effectively articulate your message. In order to achieve this, you must spend time before the meeting to prepare. A key best practice for meeting preparation is to draft meeting notes for yourself. These notes should include a list of key topics you want to cover with your attendee(s), overall meeting goals, and any follow-up/action items you want to discuss.

To complete this Assignment, use the Simulation Meeting Notes Template to write-down important areas of the performance management system you would like to discuss with Max the department manager for Global ProTech. Be sure to consider the following questions in your meeting notes.

How will you greet the manager and begin the conversation to create an open dialogue yet address accountabilities, organizational expectations, etc.?

How will you start the coaching session with Max the manager and how will you help Max to feel comfortable talking with you while still establishing his responsibility as a manager for Global ProTech?

Consider strategies for reviewing the Global ProTech performance management system with Max to best elicit his receptivity to changing his current behavior(s) and practices.

How will you help Max discover and articulate the next steps he needs to take?

How might you end the coaching session, e.g., is it important to establish a follow up meeting with him, do you need to coach Max to meet with Jill within a short timeframe, etc.?

Once you have completed your meeting notes, submit them by Day 7 for participation points and save them for your Week 4 Simulation.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 4 Assignment  

A Critique of Performance Management Tools

As a current or future human resources (HR) professional, you should be able to review an organization’s culture and determine what type of performance management instruments, tools, and methods will best fit the needs of the company. These tools are sometimes application based, practical, pragmatic, and at times, they are paper- or human resource information systems (HRIS)-based. Furthermore, when management asks for assistance with determining the best instruments, tools and methods for their organization, HR managers should respond with up-to-date knowledge on current trends and current industry best practices.

To begin this Assignment, select an organization of your choice that meets one of the following requirements:

An organization about which enough literature has been published to describe the current state of its PMS

To complete this Assignment, use the Walden Library and other HR related sites to conduct research on current performance management instruments and methods. Then, prepare a report for the HR Director of your selected organization that recommends implementing a new HR instrument or method to improve the current performance management system. Be sure your recommendation responds to the following bullets with in a 2- to 3-page paper.

Evaluate how well the performance management system works with its current instruments and methods (i.e., is it aligned with the type of workers, hierarchy, structure, goals, missions, values, and vision?).

Assess the positives and negatives of the current system.

Compare 3 different instruments or methods you found during your research and highlight the unique contribution of each.

Finalize your recommendation to the HR Director and justify why your selected instrument or method would improve the current performance management system. 

Your Assignment must include 3 references to support your thinking.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 5 Assignment  

Relationship of Appraisals and Performance Management

In an ideal world, the once-a-year, formal performance appraisal review is not the only time during the year when managers communicate with employees regarding their contributions and progress. However, we know that this is how it happens all too often. To make the performance evaluation process less stressful and more productive, frequent conversations help to develop stronger relationships, alleviate surprises, support growth, and help ensure success.

Performance appraisals, when administered properly, also provide a means for organizations to determine which employees have contributed the most to the company’s growth, so that top contributors can be both acknowledged and rewarded accordingly.

Reflect on your previous work experience in which you have observed a performance management system being employed. How were performance appraisals used within the organization? Where else could you see elements of the performance management system being employed?

To complete this Assignment, review the Learning Resources for this week, and other resources you have found in the Walden Library or online, and respond to the following bullets in a 2- to 3-page paper.

Discuss the role and importance of the appraisal process as a component of performance management.

Summarize 3 types of employee appraisal processes. 

Of those 3, choose your preferred process and justify your choice.

How might metrics be utilized to sustain effective individual performance?

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 6 Assignment  

Developing a Performance Improvement Plan (PIP)

Performance improvement plans, or PIPs, can be one of the most powerful tools for managing employee performance. Used correctly, a performance improvement plan can help a struggling employee get back on track or improve an area of weakness, so that the employee can move on to continued growth and opportunities within the organization.

In addition to correcting and improving employee performance, which is the desired outcome, a PIP can also protect the company when improvement does not occur. A PIP creates a paper trail that documents where improvement in performance did and did not occur, as well as what the company did to assist the employee toward a successful outcome. Another advantage of the PIP is that it typically costs less to work to improve an existing employee’s performance than to recruit, hire, and train a new employee.

To begin this Assignment, you will examine the case study, “Missed Pickup Means a Missed Opportunity for 30 Seeking a Fellowship,” provided in this week’s resources.

Then, to complete this Assignment, review the Learning Resources for this week, and other resources you have found in the Walden Library or online, and respond to the following bullets in a 3- to 5-page paper, which will include 2 Appendices.

Begin your paper with an introduction and then provide a summary of the case study.

Prepare a needs assessment to analyze both employees’ skill levels identified in the scenario.

Based on the needs assessment, prepare an analysis of what should have happened, and what actually did happen, in the scenario.

Based on the needs assessment, evaluate the appropriateness among possible choices of action (strategies), including discipline, development, improvement, or termination for the two employees.

As a Human Resources professional, create a performance improvement plan for each employee that outlines the following:

Expected behaviors;

Metrics for improvement;

Required action steps;

Consequences for not meeting the plan’s expected outcomes;

Their manager’s role.

Prepare instructions for the manager on how to conduct a meeting with each employee about improvements and consequences.

Your Assignment must include 3–5 references to support your thinking.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 7 Assignment  

Gap Analysis

Consider an organization that has a well-developed strategic plan in place, but isn’t tracking performance to ensure that established goals are being met and aligned with the organization’s direction. Consider an organization where employees work diligently for a long period of time, only to wake up one day and wonder, where are we? This may be the time for a gap analysis.

To begin this Assignment, use the Walden Library, media, or other scholarly sources to identify and select a contemporary article that describes an organization with a performance issue. You may also use an organization with which you are personally familiar.

Then, to complete this Assignment, review the Learning Resources for this week, and other resources you identify in the Walden Library or online, and respond to the following bullets in a 3- to 5-page academic paper.

Prepare a gap analysis that includes a description of your findings and recommendations, along with the following components/sections: 

Define a gap analysis and discuss how it is utilized related to Human Resources.

Define the current and desired state of the organization you identified.

Identify the existing resources, organizational capabilities, and performance deficiencies within the chosen organization.

Identify the alternatives that are available to close/eliminate the gap between the desired state and the current state.

Assess 2–3 performance management strategies available to the organization in working toward its desired state.

Formulate a solution, i.e., select 1 strategy and provide a brief rationale, including 4–6 action steps for implementing the strategy; and identify a post-implementation metric that can be used to track the performance of the strategy once implemented.

Your Assignment must include 3 references to support your thinking.

 

MHRM6201 / MGMT6201/ WMBA6201/ MMSL6201

WMBA6201 Individual and Organizational Performance Management

Week 8 Assignment  

Corporate Social Responsibility and Performance Management

In today’s global marketplace, competition evolves at a rapid pace and organizations are increasingly concerned with sustainability and corporate social responsibility. The human resource function is uniquely positioned to assist in both developing and implementing sustainability strategies. Therefore, it is critical for organizations to understand the benefits of performance management. As you have been learning, performance management should align with organizational strategy. Similarly, it is also important for organizations to balance organizational strategy with sustainability objectives. Performance management and sustainability go hand in hand in support of an organization’s long-term success, as well as corporate social responsibility efforts.

To begin this Assignment, select an organization of your choice that meets one of the following requirements:

An organization you have worked with and are familiar with its corporate social responsibility (CSR) initiatives.

An organization about which enough literature has been published to describe the current state of its CSR initiatives or provide enough information for you to make an assessment.

Then, to complete this Assignment, review the Learning Resources for this week, and other resources you have found in the Walden Library or online, and respond to th

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