Week 4 Reflection Redlines Essay

Submitted By mcable12
Words: 664
Pages: 3

Week Four Learning Team Reflection
Team B: Rhea Carson, Dusty Henson, Matthew Cable, Joseph Spurling
University of Phoenix
HRM/531 Human Capital Management
Dr. George R. Monk
December 9, 2014
Week four learning team reflection The team discussion of the individual assignment includes the understanding and importance of aligning the performance of the employees to the organization business objectives. The team discussion refers to the need of companies training and development of employees to perform in a manner that meets the company objectives. Alignment in general is a basic concept, but implementing the concept takes careful thought and planning. The individual assignment involves a small business but the importance of the employees buying in to the goals of the business is as crucial as any large business. To ascertain if the employees are meeting the performance standards, the process will include performance appraisals. Measures of an employee’s performance become complex and sometimes complacent. To achieve a productive appraisal process the measures must be meaningful to the employee. This will require a standard of measures across different jobs within the business. It must also consist of a means of meeting the objective of the business. The team discussion did include the four principles of learning and training for an employee; goal-setting, behavior modeling, practice, and feedback, (Cascio, 2013).  These goals should be set high enough for the employee to continue to strive to reach (Cascio, 2013). If he or she can reach them too easily, that employee would then become complacent with his or her performance. The behavior of the managers, supervisors, and owner of the company should always exemplify the behavior expected of all employees (Cascio, 2013). If the individual witnesses other employees not performing to the minimum requirements of the position, he or she will assume that it is acceptable as long as he or she does not get caught or brought to the attention of the supervisor. The pre-employment training gives the employee the chance to practice the job requirements over and over for a period of time before actually performing on the job. The kind of training provides an opportunity for the trainer to see how well the individual performs his or her job before placing them in the field (Cascio, 2013).  Feedback which gives the employee the opportunity to tell the trainer what he or she is not comfortable doing or is having a hard time doing. This helps to make the employee comfortable opening up to the employer about his or weaknesses, or ask questions about something he or she is unclear about (Cascio, 2013).
 A performance management plan for the client should consist of