Throughout the course we will examine current issues and
talent acquisition, such as how companies are now leveraging social media and
hiring analytics to ensure better quality hires.
>> Once you have hired good employees the next step that successful people managers
take is to develop the full potential of their employees.
Performance management is a process that helps managers achieve the goal of
getting the best from their employees.
In the performance management course, we'll discuss the skills and
key processes you will need to develop your employees to attain department and
organizational goals.
These skills will include setting clear expectations, providing positive and
corrective feedback, and delivering an effective performance appraisal.
>> Successful people managers must also know how to reward employees.
We begin from the question, what kind of a person must we attract, retain,
and motivate in order to execute our business strategy?
We'll discuss how your answer to that question can help you design salary
structures, benefits, short-term incentives, and
long-term incentives that are aligned to your business strategy.
They'll also help you evaluate benefits and ensure compliance.
>> We've all come a long way since the first video, and so have you.
Now it's your turn to apply this framework to a real life situation.
In the capstone project, you will pick a work unit to analyze.
Don't try to analyze the entire organization,
because the HR challenges and strategies will be too complex.
Focus on a specific work unit, such as tellers in a bank, salespeople
in any kind of organization, teachers in a school, or any other focus situation.
>> We encourage you to analyze your own work unit,
because that will be the most familiar and relevant to you.
However, if you're not able to do that, that's fine.
We have some guidelines for you in the next lesson.
>> In the first peer review assignment,
you will create a description of the unit you will be analyzing.
And then you'll have the opportunity to get feedback from other learners to make
sure that that description is clear and comprehensive.
>> Once you have identified the working that you are going to use,
you'll identify the key HR challenges for this work unit and
construct a multi-step action plan for addressing these challenges.
To do this you will need to apply the people manager value proposition
to this work unit.
As a foundation this begins with identifying the internal and
external contexts as we discussed in my course.
What is the work unit's mission?
What do the employees need to accomplish?
What motivates them?
What economic, cultural, legal and other factors influence this work unit?
>> In Recruitment, Selection and
Onboarding course you already developed a workforce planning analysis.
In week three you will take that to the next level and
have an opportunity to develop a recruitment and selection plan.
>> In the managing employee performance section, you'll have the chance to
look at, does your strategy and your performance management match?
You'll have a chance to look at your performance review process, and
a chance to look at giving feedback.
And finally, you'll look at the role of your culture and
supporting ineffective performance management program.
>> Lastly, as people managers, you'll need to evaluate and
design an employee value proposition appropriate to your business strategy.
This part of the capstone encourages you to evaluate the alignment of your business
strategy and the compensation strategy.
And then, the specific mechanics of an important component of the employee value
proposition.
>> To complete your project, you'll complete six peer review assessments.
The first five are to get feedback from your peers.
First, on your work unit's description, then on each of
the four parts of the project corresponding to each of our courses.
>> Your last peer review assessment, in week 6,
is the submission of your final capstone project.
This is the final project that needs to receive a passing grade from your peers.
The elements in the final project are the same as in each component from weeks 2-5,
but don't just submit everything you submitted the first time.
Instead, use what you submitted in weeks 2-5 as your starting point.
And use the feedback and reflection from weeks 2-5 to revise, and improve,
your submission.
In other words, think of what you produce during weeks 2-5 as your first draft,
and now produce a revised final submission.
>> As you can see, an important part of the capstone project is feedback
from your peers.
You'll need to include this to get an excellent final submission.
>> This means that you'll also be reviewing the submissions of your other
classmates.
This is very important, as your feedback will be critical for
them to improve their own projects.
John W. BuddProfessor and Director
Larry BourgerieSenior Lecturer
Amy SimonSenior Lecturer
Alan BensonAssistant Professor
