design a training and development plan based on specific performance gaps.

Instructions:

Step 1: Review the case incident below.

You are a senior manager responsible for talent management in an organization. It is your practice to review all finalized employee performance assessments and then make recommendations to managers with regards to training programs to address performance gaps that have been identified.

Below is an example of a completed performance assessment. Assume you have just reviewed this assessment for a particular employee, with the intention of addressing the performance gaps with training solutions.

Performance Assessment Review

Date: July 25, 2017

Employee: Joe Smith

Completed by:Supervisor - Gerry Black

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Status of Goals

Goal #1- As the team lead, clearly communicate expectations to team members in a concise an organized manner.

Joe has started preparing meeting minutes and developing written objectives for the projects he is responsible for. He needs to ensure he is doing this consistently, and that his team is fully engaged at all times.

Goal #2- Improve emotional intelligence by being more self-aware and respectful of others viewpoints.

Joe is very passionate about his ideas and often has very good ideas that help to move initiatives forward. He does need to be more cognizant of the needs of others and the importance of gaining buy-in from stakeholders. Being more self-aware will help him to monitor and adapt his approach as required.

Goal #3- Be more positive in interactions with others and leading change initiatives.

At times Joe can be very negative when presented with change. As a leader in the group, he is expected to challenge the status quo at all times and look for opportunities to embrace change and convey a positive message to the rest of the time. I have seen some progress in this area but Joe needs to continue to focus on this area of development.

Strengths:

Joe has significant experience and demonstrates pride and commitment to the project (he likes to do the best job possible). He loves to mentor others (especially junior staff). He has been successful in recruiting a strong technical team to support him. He is very dedicated and makes himself available after hours as required and does whatever it takes to get the job done which is very much appreciated.

Areas of Development:

Overall Joe needs to focus on improving his soft skills including optimism, self-awareness, personal branding (there are still some legacy issues lingering), less side chattering (this gives a negative perception of Joe to others, particularly those in management).

Meeting efficiency is not optimal - Joe should have a plan or meeting agendas and ensure concise action coming out of meetings. He can be very vague at times, leaving others unsure of what he is trying to accomplish.

Joe needs to further develop his skills with MS Office. These are important tools that will help him to be more efficient.

Step 2:

recommended a training plan for this employee (for the manager's review and approval) identifying specific training programs to address the performance gaps that have been identified.

The training plan should contain the following elements:

• The performance gap that is being addressed
• How you think this training will benefit the employee and result in enhanced performance, including which courses you deem to be more critical in the event budget constraints may not allow for all of the training to take place in the current fiscal year.
• The logistics of the training (location, timing, costs, etc.)