Employee Development

The process of employee development directly follows a successful recruiting and interviewing process that brings the right individuals to the right roles within an organization. Employee development connects the initial training of the employee with ongoing performance management in order to attain a positive evaluation of the employee’s performance. In this assignment, you will explore the relationships among the components of employee development.

General Information:

Use the following information to ensure successful completion of the assignment:

  • This assignment uses a rubric. Please review the rubric      prior to beginning the assignment to become familiar with the expectations      for successful completion.
  • Include two scholarly resources other than those in the      assigned readings with appropriate references and in-text citations.
  • Prepare this assignment according to the guidelines      found in the APA Style Guide, located in the Student Success Center. An      abstract is not required.
  • Submit the assignment to LopesWrite.

Directions:

Write a paper (1,250-1,500 words) that describes the relationships among the components of employee development. Do the following in your paper:

  1. Differentiate between performance management and      performance appraisal.
  2. Describe how initial training influences the amount and      type of performance management.
  3. Describe how initial training and performance      management relate to performance evaluation.
  4. Referring to the position you created in the Topic 2      assignment, choose a performance appraisal method to use for the job. Why      is that one effective?

 

Running Head: PART 2 LEGAL ISSUES

 

 

 

 

 

 

 

 

 

Creating New Position and Legalities

Roxanne Joseph

PSY 836 – Principles of Personnel and Human Resources Management

Grand Canyon University

May 22, 2019

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Part 2: Legalities

Legalities surrounding this newly created position are vital elements for the company just as much as the compensation plan. The legal aspects of Program analyst are not different from some o the legal considerations surrounding other job positions of the company. The company like most organization s in the state abides by the Equal Employment Opportunity (EEO)/Anti-Discrimination Policies that the federal and state laws stipulate towards contracting and poster requirement for the company (Wilson, 2018). The job description creates room for equal opportunity for employees. Candidates with 9nterest on this newly created position will be selected based on their qualification both educational and skills level and through evaluating the candidates work experience. Although the company considers the least advantaged members in the society, especially those disadvantaged, this will be no guarantee of physical requirement and accommodation for any candidate with physical disabilities.

The company will employ a prior-employment drug test and maintain an occasional unsystematic drug test routine over the period of the incumbent’s employment to ascertain safety and health o the employees at the workplace and keep the company a drug/ substance abuse free zone. There exists no empirical evidence to affirm the impact of drug testing on productivity or safety at workplace (Corner, Cavanaugh, & Prasad, 1994). However, there are common reasons that push employers to want to ascertain the facts and abide by the Mandatory Guidelines for Federal Workplace Drug Testing (SAMHSA’s guidelines) that uses a Medical Review Officer to assess the tests (Smith, 2019). The government, with the increasing rate of substance abuse, has maintained a legal concern on matters about federal drug laws for every employee.

The incumbent will grant permission and authorization for the release of any criminal records he or she might have been accused or convicted of and forfeitures if any, as well as any pending criminal cases before the court, to the company. The selected candidate will undergo a criminal background check before taking on his position with the company. In the exception for various restrictions and regulations, about employee’s genetic and medical information, It cannot be illegal for an employer to question the candidate’s historical background or request for a tidy background check (EEOC, 2019). All new position candidates will undertake the procedure irrespective of race, gender, color, nationality, religion, genetic information, age, or disability. The laws, regulations, and stipulations originate from the Equal Employment Opportunity Commission (EEOC).

 

Legalities on compensation

The legal environment of the United States of America has a significant influence on the compensation administration practices in terms of both federal and state legislation that regulate the amounts allocated to the various organization created positions. In essence, the court and statute rules stipulate that the compensation plan must not go too low or high but stick within different limits of compensational rulings held by law. In the process of setting out the compensation plan for the program analyst, interest of fairness should be kept abreast and various groups protected but all must be paid any wage when due (Belcher & Atchison, 2013). According to the US Labor Law – US Fair Labor Standards Act (FLSA) – four provisions are stated; the minimum wages that stand at $7.25 per hour, overtime pay, recordkeeping requirements, and equal pay (Belcher & Atchison, 2013). The qualification for this position requires a graduate with a degree in social science, public administration, or any other close field to the one required, a minimum of five working experience in any social services, general office, or research background. Also required is a minimum of four years of experience in applying tools of business intelligence (BI), advanced report-writing, statistical analysis skills, workflow analysis. The annual salary of this position is around $75,000 – $135,000 based on experience, but the final salary also relies on candidates verified qualifications.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

Belcher, D. W., & Atchison, T. J., (2013). Compensation administration. Upper Saddle River, NJ: Prentice Hall.

Corner, D. R., Cavanaugh, J. M., & Prasad, P. (1994). Drug testing as symbolic managerial

doi: http://dx.doi.org/10.1037/1076-8998.5.2.246.

EEOC. (2019). Employment Discrimination, Diversity, Harassment, Gender, and Labor Issues. Retrieved from http://www.eeoc.com/

Frone MR. (2000) Interpersonal conflict at work and psychological outcomes: testing a

model among young workers. Journal of Occupational Health Psychology 5: 246.

Sale, J., & Jones, S. (2018). Motivation and finding the employee voice. Mapping Motivation for Engagement, 65-81. doi:10.4324/9781351257084-6

Smith, J. C., (2019). Workplace Drug Testing. Retrieved from http://www.datia.org/datia-resources/27-credentialing/cpc-and-cpct/931-workplace-drug-testing.html

 

 

 

 

2

 

Running Head:

PART 2

LEGAL ISSUES

 

 

1

 

 

 

 

 

 

 

 

 

 

 

Creating New Position and Legalities

 

Roxanne Joseph

 

PSY 836

 

Principles of Personnel and Human Resources Management

 

Grand Canyon University

 

May 22, 2019

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Running Head: PART 2 LEGAL ISSUES

1

 

 

 

 

 

 

 

 

 

 

Creating New Position and Legalities

Roxanne Joseph

PSY 836 – Principles of Personnel and Human Resources Management

Grand Canyon University

May 22, 2019

 

Running Head: PART 1 CREATING NEW POSITION

CREATING NEW POSITION 6

 

 

 

 

 

 

 

Creating New Position

Roxanne Joseph

PSY 836 – Principles of Personnel and Human Resources Management

Grand Canyon University

May 22, 2019

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Program Analyst position

Internal Operations Manager

Data Analyst

Program Manager

Communications Manager

Human Resources Manager

 

 

 

 

 

 

 

 

 

 

 

Introduction.

The process of creating a new job in an organization involves a series of operations. The Human Resource department is tasked with the responsibility of identifying and laying across some of the crucial components that constitute a well-structured job description. This paper, with the aid of a concept map, identifies and describes a new position created for the midsize company. The article also discusses a new position and its reasons for creation with the aid of a concept map as well as the legal frameworks surrounding it.

 

Program Analyst Position.

Program Analyst position is an organizational position that creates an alternative way of preventing, identifying, and resolving any form of conflict that may come along the company’s employees. Conflict is one of the challenges that every organization deal with in reality at the workplace. This position provides the company to all the employees to use in conflict resolution. A program analyst central role is to provide the organization with ample and expertise workplace conflict management. The new position holder will play the role of an unbiased entity in an interest-based debate for the workers who conflict.

The incumbent works in collaboration with all management levels to introduce initiatives and ingenuities that will create and sustain better communication for these workers in their routine practices and advance the degree of competence of the workforce in the departments. Such efforts consequentially improve interpersonal conflict resolution capacities. To achieve this, a conflict management program is set across annually to enable the subordinates of the organization with essential tools and methodologies for promoting interpersonal skills.

The incumbent will undertake various workplace analyses that are grounded on data collection and using both the qualitative and quantitative methods in the process. He or she later analyses the information and provides a feasible recommendation to the senior level management on how to raise, communicate, and resolve issues that crop in the organization at peer to peer and hierarchal levels.

Job satisfaction, organizational commitment, as well as turnover propensities directly correlate with direct involvement in the resolution of interpersonal conflicts. (Frone, 2000). This incumbent will be tasked with the duty of planning and coordination employee development initiative and open avenues for communication as well as manage conflicts. Reducing conflict allows room for screening workforce to focus on their organizational roles and duties at the workplace. The program analyst will also help with program evaluation to ensure the programmatic goals of the company are documented as well as assure adherence to the program study protocols that are essentials in data validation and quality control checks.

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