1. HRM 531: Grow Your Staff

2. Identifying Operational Gaps
 By conducting Gap analysis, we can compare expectations with current
levels to identify if an operatonal gap exists within an organization.
 Gap analysis tool can be used to access operational excellence in areas that
include: Human Resources, Information Technology and Business
Direction and Processes.
 Gap Analysis will provide insight info areas that can be improved and
therefore allow us to create and implement a strategy to avoid operational
gaps in the future.

3. Identifying Operational Gaps
Create and Implement a plan that will align organizational goals and
business objectives with an employee’s professional goals for
optimum results.
Provide managers with training to promote cohesive work
environments that motivate employees to achieve organizational
goals.
Considering employees strengths, weaknesses, goals and
developmental needs and setting goals through performance
appraisals will be beneficial is closing operational gaps.

4. Employee Development Plan
 Conduct an employee performance appraisal twice per year
to measure employee development.
 Create an employee self-assessment questionnaire.
 Information from employee self-assessments can help guide
discussion for future goals and any performance issues.
 Using performance appraisals enables an organization to see what
areas an employee needs for development and create a development
action plan.
 Performance appraisals are a great way to determine if an
employee is on or off track.

5. Development Actions

6.  Create development opportunities to enhance employees skills and
abilities. Provide opportunities through a series of: Training, Cross-
Training, Projects, 360 degree feedback.
 Take steps to monitor employee progress. Observe how the employee
performs and take a positive approach to correcting actions that should be
done differently in addition to providing praise on what is done correctly.
 Create an open door policy allowing employees to speak to managers
when they are in doubt about tasks and need a boost of confidence.
 Encouraging employees with an open door policy to let them know you
are there to help will benefit the organization in the long run.

7. Employee Performance Evaluations
 Employee appraisals are great way to identify performance gaps and
establish goals for the upcoming year
 Appraisals allow managers to recognize an employees key strengths
and accomplishments.
 Managers can communicate any challenges or development
opportunities for the employee.
 An overall performance summary can determine if the employee is on
track with his or her performance or requires additional training and
development for the position. A course of action can be created from
the findings in a performance appraisal.

8. Feedback on Employee
Evaluations
 Be specific by providing accurate examples that
illustrate ways in which the employee was or was
not effective in certain instances.
 Describe substantively the action and or behavior
for which feedback is being provided.
 Clarify and Define an alternative way of acting and
or behaving that would result in improved
performance.
 Pinpoint areas in which you fell improvement
would benefit the employee and the organization.

9. Employee Evaluations and
Organizational Goals
 Employee evaluations allow management to outline expectations and
set goals for employees.
 Evaluations help bridge operational gaps between current
performance and performance necessary to meet organizational goals.
 Evaluations provide a clear understanding and help avoid conflicts.
Feedback provides employees with great insight aimed at employees
long-term success.
 Emphasis is placed on providing employees with actionable feedback
not ineffective feedback.

10. Employee Evaluations and
Organizational Goals
 Employee evaluations impact organizational goals by
enabling managers to conduct cost benefit analysis.
 Evaluations help bridge gaps within the organizations
process and procedures.
 Allows management to match their organization type with
processes best suited to achieve goals
 Use an all hands on deck, employee engagement approach
for all levels of the organization through employee
evaluations to meet and exceed organizational goals is
best. Use employee evaluations to create employee
engagement on all levels of the organization.

11. Employee Development and
Diversity

12. Employee Development and Diversity

13. Employee Development and
Diversity
 Equal Opportunity Employment and Diversity impacts employee
development as organizations provide training courses to enhance
employee awareness of diversity and the benefits diversity in the work
place.
 Provide all employees with projects that give them high risk and rewards.
 Encourage employees to participate in mentoring programs.
 Train employees to understand that diversity is part of the organizational
culture.

14. Employee Development and
Diversity
Employee
development
Diversity

15. References
 Anderson, A. (2012). How to Manage diversity in a
workplace. Retrieved on March22, 2013 from
http://smallbusiness.chron.com/manage-diversity-workplace-3038.
 Cacio, W. (2010). Managing human resources: Productivity,
Qualityof Work Life, Profits (8th ed.).New York. McGraw-Hill.
 D. Schachter (September, 2004). How to set performance
goals: employee reviews are more than annual critique.
Retrieved on March 18, 2013 from
http://findarticles.com/p/articled/mi_m0FWE/is_9_8/ai_n7072116
 Office of Administrative Action, Equal Opportunity, and
Diversity (2012). Diversity. Retrieved on March 18, 2013
from http://www.aaeo.ucsf.edu