Introduction section by responding to the prompts below:

• Vallen Distribution
  • a brief description of a aerospace and defense organization, including its name, products or services, industry sector, location, number of employees, etc.
  • a brief, high-level summary of the organization's current approach to people management and overall workforce strategy.

Assessment Sections

Fill out all 7 assessment sections in the Scorecard. Each section covers one component of people management or workforce strategy at your organization.

• The items in each assessment section are organized in a table format. For each item, fill out the 3 columns as indicated below:
  • • Column 1: provide a score of A, B, or C for that area of people management.
      • • Score options: A = Excellent / B= Satisfactory / C = Poor
    • Column 2: provide a brief rationale that clearly illustrates the reasons for your score.

Recommendations

Recommendations Summary section by responding to the prompts below:

• • In this section, short synopsis or summary of all change recommendations for the people management process.
  • Explain how the various recommendations will work together to create significant improvements to the existing people management processes at the organization. Column 3: provide an actionable recommendation to improve or maintain performance.

Your Name:	Your Organization:
Introduction :

Components	Score: A/B/C	Rationale for Score	Recommendation
1. Mission, Vision, and Goals
You and your coworkers understand the mission, vision, and goals of your organization.
Your department or team's work is aligned with the mission, vision, and goals of the organization.
2. Hiring Process
There is a well-organized hiring process, with resources and tools to support hiring managers.
There is an effective onboarding process for new hires, which prepares them for their role and orients them to the organization's mission, goals, and culture.
3. Team Management and Diversity
Managers have the resources and skills to design an effective workforce strategy for their teams.
Managers understand how to work effectively with individuals and teams across remote, hybrid, and onsite modes of work.
Leadership promotes and leverages diversity, equity, and inclusion, both in hiring and in the organization's culture.
4. Differentiation
Managers at your organization know how to differentiate between employees and identify top talent.
Employees at your organization receive regular feedback on their performance and know where they stand.
5. Performance Reviews
Your organization has an effective performance-review process that develops people to their full potential.
The performance review process is well-integrated with other talent management areas, such as promotion and professional development.
6. Letting People Go
Terminated employees are treated with dignity and respect at your organization.
Other employees receive appropriate support and communication when a co-worker is "let go."
7. Coaching, Development, and Culture
Managers regularly coach employees and provide candid and actionable feedback on performance.
The workforce at your organization has professional development opportunities and/or mentors available to help them grow.
Leadership fosters a culture of truth, trust, and transparency that motivates people to over-deliver.

Recommendations Summary

References: