Module 3 – SLP MGT509 PERFORMANCE/TALENT MANAGEMENT; CHANGE MANAGEMENT—CONSULTING—OD It is important for HRM professionals to keep up on the HRM field. In this SLP assignment, you will be investigating an HRM practitioner publication, TD (Talent Development). It is the main publication of the Association for Talent Development (ATD)—a well-known association dedicated to professionals in employee training and development. Select an article of your choice, published within the past three years, related to one of these topics. performance management talent management change management HR consulting  organizational development.  Discuss the following: What main points does the author (or authors) make? Do you agree? Why or why not? What would make this article stronger? Bring in at least one other author viewpoint on the topic (from your background readings or library research), comparing or contrasting it to the article that you read. You have a choice for the format of your submission, either submit: a. An essay format (2–3 pages, not counting the cover page or the Reference page) which includes an introduction and conclusion. or b. A PowerPoint presentation with speaker notes on each slide. Not counting the cover slide or the Reference slide, your slide presentation should be 3-5 slides. his module takes a look at performance management, talent development, and organizational development. Performance Management Performance management involves more than merely performance appraisals. What does successful performance management look like, not only in the United States, but in the global settings that so many organizations are competing in today? This is a fascinating and complex question; one that you will gain insight into through your work in this module. Performance management activities are at many levels in an organization—individual employees, groups of employees, department programs, unit processes, and the organization as a whole. Focusing on turning goals into results, the function of performance management addresses many facets of performance to create and sustain an effective results-oriented culture. In a nutshell, performance management helps to raise individual performance, enhance employee and supervisory development, and increase organizational effectiveness. The steps in this process are: · identify performance standards and expectations · observe and comment on activities as they relate to the expectations · conduct performance evaluations Coaching is an effective way to help employees increase their performance levels. Supervisors and other mentors who observe and provide detailed feedback play a critical role in employee success and motivation to meet performance expectations. Performance appraisals (evaluations) are an important part of the communication process with the employee, which involves reviewing past performance and the employee’s job satisfaction, and planning for the employee’s future performance. Talent D ...

1. Module 3 – SLP MGT509
PERFORMANCE/TALENT MANAGEMENT; CHANGE
MANAGEMENT—CONSULTING—OD
It is important for HRM professionals to keep up on the HRM
field. In this SLP assignment, you will be investigating an HRM
practitioner publication, TD (Talent Development). It is the
main publication of the Association for Talent Development
(ATD)—a well-known association dedicated to professionals in
employee training and development.
Select an article of your choice, published within the past three
years, related to one of these topics.
performance management
talent management
change management
HR consulting
organizational development.
Discuss the following:
What main points does the author (or authors) make? Do you
agree? Why or why not? What would make this article stronger?
Bring in at least one other author viewpoint on the topic (from
your background readings or library research), comparing or
contrasting it to the article that you read.
You have a choice for the format of your submission, either
submit:
a. An essay format (2–3 pages, not counting the cover page or
the Reference page) which includes an introduction and
conclusion.
or
b. A PowerPoint presentation with speaker notes on each slide.
Not counting the cover slide or the Reference slide, your slide
presentation should be 3-5 slides.

2. his module takes a look at performance management, talent
development, and organizational development.
Performance Management
Performance management involves more than merely
performance appraisals. What does successful performance
management look like, not only in the United States, but in the
global settings that so many organizations are competing in
today? This is a fascinating and complex question; one that you
will gain insight into through your work in this module.
Performance management activities are at many levels in an
organization—individual employees, groups of employees,
department programs, unit processes, and the organization as a
whole. Focusing on turning goals into results, the function of
performance management addresses many facets of performance
to create and sustain an effective results-oriented culture. In a
nutshell, performance management helps to raise individual
performance, enhance employee and supervisory development,
and increase organizational effectiveness.
The steps in this process are:
· identify performance standards and expectations
· observe and comment on activities as they relate to the
expectations
· conduct performance evaluations
Coaching is an effective way to help employees increase their
performance levels. Supervisors and other mentors who observe
and provide detailed feedback play a critical role in employee
success and motivation to meet performance expectations.
Performance appraisals (evaluations) are an important part of
the communication process with the employee, which involves
reviewing past performance and the employee’s job satisfaction,
and planning for the employee’s future performance.
Talent Development
Employee talent development programs (training and
development) are key areas in the domain of Human Resource
Management. In some organizations, these functions are
contained within a dedicated department that may be called

3. Talent Management, Training, Organizational Development,
Human Resource Development, Organizational Effectiveness, or
Organizational Learning, among other titles. Ideally, this
function is well linked with the human resources function,
whether in a separate department or housed within the HR
department itself.
Although the distinction is somewhat arbitrary, training is
typically focused on acquiring and/or strengthening specific
skills within a short time-frame either on-the-job or in a
classroom setting, whereas development is embedded in the
relationship between the manager or team leader and his/her
staff or team members, and involves an iterative process
through education, coaching, feedback, and reflection over time.
Both of these ideally facilitate employee learning, but in
different ways and involving different types of knowledge.
Most of you have experienced training and development
activities in the organization(s) you have worked for over time.
Some of you have even been involved in creating,
implementing, and/or evaluating these programs and activities.
Employee training and development often begins with the on-
boarding process, which includes orienting new employees to
the company, department, and job. It continues through various
forms of training in acquiring new skills and capacities, for
example specific technical skills. Ideally, it also involves
ongoing development through coaching and feedback processes
over time.
Organizational Development (OD)
· A growing field of Human Resource Management.
· Focuses on understanding and managing change to increase
the organization’s effectiveness.
· OD philosophy: functions throughout an organization,
individually and collectively, impacting each other as well as
the external environment.
· People and their collaborative efforts are key features of any
OD intervention.
Organizational development and design elements, such as

4. organizational diagnostics and evaluation, strategic thinking,
culture change, change management, coaching, mentoring,
leadership development, team building, organization design,
performance management, talent management, HR processes,
and customer services all are part of a holistic OD intervention.
In this Case 3 assignment you will continue on with The King
Company, applying critical thinking skills to analyze and
critique the company’s situations. As you do so, keep in mind
how the assumptions, values, and norms of individuals as well
as the behavioral norms and behavioral patterns of the work
groups all feed into the culture of the organization.
In SLP 3 the focus is on the importance of evaluating the
training and development that is offered. In this assignment
there should also be consideration given to how T & D activities
feed into a company’s successful performance management and
organizational development processes.
Required Sources
Crossman, D. (2016, October 29). Simon Sinek on millennials
in the workplace [Video file]. Retrieved
from https://www.youtube.com/watch?v=hER0Qp6QJNU.
Role of internal consultants in managing change. (2016).
Retrieved from https://www.prosci.com/change-
management/thought-leadership-library/internal-consultant-
managing-change
Zaballero, A. G., Corn, C. M., Haynes, C., Rothwell, W. J.,
Anderson, C. S., & Park, C. H. (2015). Organization
development fundamentals: Managing strategic
change. Alexandria, VA: Association For Talent Development.
Retrieved from EBSCO from the Trident Online Library.
Optional Sources
Best practice in performance management. (2013). HSJ.Co.Uk,
Retrieved from the Trident Online Library.
Coping with workplace change. (2016). Vitality, (2). Retrieved
from https://www.ucalgary.ca/wellbeing/files/wellbeing/vitality
-april-2016-coping-with-workplace-change.pdf
Kotter’s 8-Step Change Model: Implementing change

5. powerfully and successfully. (2016). Retrieved
from https://www.mindtools.com/pages/article/newPPM_82.htm
Schraeder, M., & Jordan, M. (2011). Managing performance: A
practical perspective on managing employee performance. The
Journal for Quality and Participation, 34(2), 4-10. Retrieved
from ProQuest in the Trident Online Library.
Strategies for coping with workplace change. (2017). Dartmouth
College Faculty/Employee Assistance Program. Retrieved
from http://www.dartmouth.edu/~eap/STRATEGIES%20FOR%2
0COPING%20WITH%20WORKPLACE%20CHANGE.doc
The following sources may be helpful if you choose to prepare a
slide presentation for your SLP 3:
McMillan, D. (2012, September 12). Life after death by
PowerPoint [Video file]. Retrieved
from https://www.youtube.com/watch?v=MjcO2ExtHso
Wienot Films. (2011, May 9). How to give an awesome
PowerPoint presentation [Video file]. Retrieved
from https://www.youtube.com/watch?v=i68a6M5FFBc