Develop Teams and Individual Assessment

Develop Teams and Individual Assessment

Name:

Institution:

Develop Teams and Individual Assessment

Assessment 1

Performance Analysis

The performance data provided indicated employee performances in two main areas. The first area was competency and behavioral elements where employees were tested for various skills such as problem solving abilities, listening and interpretation, financial understanding, commercial ability, speaking and presenting to groups. In the second area, the firm tested the workers for behavior and style. Here, the organization tested the employees to see if they had the ability to strive for personal development, build up positive relationships, manage personal stress and conflict, work in teams, among other things. The acceptable standard set by the management was an overall result of 80 from both tests meaning that, any employees who attained a score lower than 80 fell well below the firm’s standards.

Out of 26 employees, five failed to register an overall score of 80 meaning that they were not performing at the level that the firm required. The member of staff with the highest performance recorded a score of 121 while the one with the lowest performance had a score of 67. The four other workers who failed to hit the target had scores ranging between 72 and 75. In the first area, the staff recorded their three lowest totals in the tests that were checking their ability to use and develop knowledge, their research, investigating and problem solving skills and their capacity to vision, create and inspire others with their ideas. In the second area, the employees recorded low scores where they were tested for their abilities to plan how to achieve their study and personal goals, use integrity and ethics in their judgment about personal and college issues, as well as their interest in seeking and picking up responsibilities for office tasks.

Staff Training Plan

An effective development plan needs to look at the areas where a workforce can improve for future purposes (Mask, 2006). If properly implemented, development planning can mould recruits in a way that suits a company’s future needs (Massachusetts Institute of Technology, n.d). In this case, the six categories where the people recorded low scores are the most wanting. These are the areas where the firm will focus most in the planning process. The program will also train employees on workplace health and safety laws in accordance with the Work Health Safety Act of 2011 (Queensland Government, 2013). The development plan will have two main objectives. The first objective is to improve employees’ skills in the wanting areas identified. The second will be to help the whole department bond and become stronger as a team. The human resources department will carry out the training on a weekly basis for a whole month. If there is still need for additional training after the first month, then the instructors will reduce the frequency of the sessions. The staff will be divided into two groups for the training. The first group will comprise of all subjects who scored an average higher than 80 in the tests, and the teachings in this group will be of moderate intensity. The second group will comprise the five staff members who failed to attain an average score of 80. Their training will be of a higher level of intensity. The human resources department will use handbooks and audio-visual equipment in the exercise.

Assessment and Follow-Up

The teaching practice shall employ regular tests to track the improvement of the subjects and test the effectiveness of the program. Employees involved in the program will also fill in evaluation forms that will show how helpful they find the programs. The regular tests and evaluation forms will provide feedback on the effectiveness of the program and this data will help improve the training. The human resources department and management will negotiate any changes to the teaching process to ensure that the course stays in line with the organization’s agenda. The program will use pep talks from employees performing well, and managerial staff to help boost the morale of the subjects.

Assessment 2

Performance Analysis

            Based on the data provided, the two employees who recorded the lowest results were workers F and Y. Worker F attained a score of 67 while Y managed to get 72 points. Both scores were well below the desired target of 80. Worker F recorded a score of 0 in three out of the 13 categories that were tested in the second area (behavior and style). The member of staff also had the lowest test score in that area. The other employee, worker Y, had the lowest total in the first area (competency and behavior elements). They recorded the joint lowest scores in two of the three tested abilities.

The two staff members had different performances in different tests and consequently their training needs were different. Worker F’s key areas of concern was his ability to use and develop knowledge, research, investigate and problem solving skills, vision, create and inspire others with his ideas. Worker Y needed to improve on the same areas as Worker F.

Training Process

The training process for these workers will have two main objectives. The first objective will be to develop the skills of the workers in line with the company’s agenda. The second goal will be to develop the staff members’ abilities to ensure that they are on the same level of expertise and proficiency as the rest of the workforce. The human resources department will carry out the training of the two employees separately because their needs are different. Both employees will go through the process once a fortnight with the sessions varying from moderate to high intensities. For some sessions, the two subjects will be encouraged to work together to enhance their teamwork abilities.

Assessment and Follow-Up

Tests will be issued regularly to track the progress of the program and monitor any improvements. This feedback will help the trainers assess the curriculum to make the program increasingly effective in the future. Any changes in the curriculum will be addressed by the human resources department together with the management of the firm. Both subjects will have mentors from the rest of the workforce to help them learn as they carry out their regular work. The mentors used in the program will be members of staff who recorded the highest results in the tests assigned. The human resources department will also apply audio-visual equipment in the teaching process.

References

Massachusetts Institute of Technology. (n.d.). Goal setting/ development planning. Retrieved from http://hrweb.mit.edu/performance-development/goal-setting-developmental-planning

Mask, D. (2006). The 4-step employee development plan. Retrieved from http://www.alliancetac.com/?PAGE_ID=151

Queensland Government. (2013). Legal obligations when training staff. Retrieved from http://www.business.qld.gov.au/business/employing/employee-rights-awards-entitlements/obligation-as-employer/legal-training-obligations