Professional Practice in Human Resource Management
VerifiedAdded on 2023/06/03
|22
|4596
|362
AI Summary
This study has been develop concerning the current need for a new performance management within the College Nuveau. The communication plan is established in which several important steps have been highlighted that the authority needs to imply for better communication during their current project.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
Professional Practice in Human Resource Management
Student name:
ID number:
Course Name:
Instructor Name:
Date of submission:
Professional Practice in Human Resource Management
Student name:
ID number:
Course Name:
Instructor Name:
Date of submission:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
1
Professional Practice in Human Resource Management
Executive Summary
Performance management system is required to manage and retain changes within an
organization as well as in an educational institute. Performance management system needs
several steps to incorporate in order to process new change within the company. An organization
could modify their existing performance management system in order to develop skills and
knowledge of their staff. This study has been develop concerning the current need for a new
performance management within the College Nuveau. There has been a communication plan
established in which several important steps have been highlighted that the authority needs to
imply for better communication during their current project. With a poster and strategic vision, and
objective a sense of urgency has been created that are necessary steps in a performance
management system. A forma letter has been developed and underlined the process of
communicating with the higher authority. On the other hand, process of evaluating development in
the performance management is also identified successfully. All these necessary documentations
have been pointed out with their specific outcomes in this study.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
Executive Summary
Performance management system is required to manage and retain changes within an
organization as well as in an educational institute. Performance management system needs
several steps to incorporate in order to process new change within the company. An organization
could modify their existing performance management system in order to develop skills and
knowledge of their staff. This study has been develop concerning the current need for a new
performance management within the College Nuveau. There has been a communication plan
established in which several important steps have been highlighted that the authority needs to
imply for better communication during their current project. With a poster and strategic vision, and
objective a sense of urgency has been created that are necessary steps in a performance
management system. A forma letter has been developed and underlined the process of
communicating with the higher authority. On the other hand, process of evaluating development in
the performance management is also identified successfully. All these necessary documentations
have been pointed out with their specific outcomes in this study.
Name of the case:
Author Name:
2
Professional Practice in Human Resource Management
Table of Contents
Executive Summary.....................................................................................................................................................1
1.Introduction................................................................................................................................................................3
2.Include a Communication Plan................................................................................................................................3
3. Section 1 - Create a sense of urgency – Write a speech that you will give to create a sense of urgency.
Your audience will be the key leaders in the organization......................................................................................6
4. Section 2 – Build a guiding coalition. Who will you choose for your coalition? Describe their position and
why you chose them for the coalition.........................................................................................................................7
5. Articulate your strategic vision and initiatives.......................................................................................................7
6. Include a poster or email that you will use to develop your volunteers.............................................................8
7. Identify your short-term wins, and how you will communicate them, how you will know if you’ve achieved
them, and how you will celebrate the achievement.................................................................................................9
8. Write a letter to the President of the organization with a list of suggested actions to sustain the change...9
9. Identify how you will evaluate the success of the change, and what you will do if your change initiative
has not been successful............................................................................................................................................10
Conclusion...................................................................................................................................................................11
References..................................................................................................................................................................12
Name of the case:
Author Name:
Professional Practice in Human Resource Management
Table of Contents
Executive Summary.....................................................................................................................................................1
1.Introduction................................................................................................................................................................3
2.Include a Communication Plan................................................................................................................................3
3. Section 1 - Create a sense of urgency – Write a speech that you will give to create a sense of urgency.
Your audience will be the key leaders in the organization......................................................................................6
4. Section 2 – Build a guiding coalition. Who will you choose for your coalition? Describe their position and
why you chose them for the coalition.........................................................................................................................7
5. Articulate your strategic vision and initiatives.......................................................................................................7
6. Include a poster or email that you will use to develop your volunteers.............................................................8
7. Identify your short-term wins, and how you will communicate them, how you will know if you’ve achieved
them, and how you will celebrate the achievement.................................................................................................9
8. Write a letter to the President of the organization with a list of suggested actions to sustain the change...9
9. Identify how you will evaluate the success of the change, and what you will do if your change initiative
has not been successful............................................................................................................................................10
Conclusion...................................................................................................................................................................11
References..................................................................................................................................................................12
Name of the case:
Author Name:
3
Professional Practice in Human Resource Management
1.Introduction
As per the current scenario in College Nuveau, they need to develop their performance
management system. A new modification required to increase the base of both aboriginal and
international students along with developing compatibility and skills of their staff. There are two
suggestions in order to develop the overall performance management system. The two
suggestions are moving attention from quantity to quality of feedbacks and conversions as well as
development of a continuous performance management software over appraisal software to fulfil
the requirement of an online system in thee college. The new plans will also involve an annual
performance review along with a mid-year check-in process. All these requirements and plans will
be discussed in detail afterwards.
2.Include a Communication Plan.
The communication plan is attached in the Appendix.
3. Section 1 - Create a sense of urgency – Write a speech that you will give to create a
sense of urgency. Your audience will be the key leaders in the organization.
Speech for developing a sense of urgency
Thank you, everyone, for allowing the opportunity to convey this message but first, let me
congratulate the staff members and students for making so much progress in this short period of
time congratulations on taking the initiative and making a difference in our society.
As the world is constantly progressing, we have to adapt and change ourselves. Now, the
reason is higher than never before. The economy is changing so is the world power. Our children
and students need to be able to keep up with the changing scenarios. It is our responsibility as
teachers and professors to guide them in the right direction but in recent years, a lot has
happened and if blame game is started than it will, leave no stones unturned (Young 2017). There
is an urgent need to change the methods of delivering our ideas, knowledge and accepting,
adopting as well. This change needs to start from not only the teachers but also the students as
well. There are many circumstances observed where numerous inefficient and lack of proper
planning is showing its effect. If this keeps up our vision of making a change in the society can
never take place. It is important that we now not only address these problems but also make an
afford to change the scenarios into our favor. It is expected from our staffs and students to fully
cooperate so that the change can start with us.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
1.Introduction
As per the current scenario in College Nuveau, they need to develop their performance
management system. A new modification required to increase the base of both aboriginal and
international students along with developing compatibility and skills of their staff. There are two
suggestions in order to develop the overall performance management system. The two
suggestions are moving attention from quantity to quality of feedbacks and conversions as well as
development of a continuous performance management software over appraisal software to fulfil
the requirement of an online system in thee college. The new plans will also involve an annual
performance review along with a mid-year check-in process. All these requirements and plans will
be discussed in detail afterwards.
2.Include a Communication Plan.
The communication plan is attached in the Appendix.
3. Section 1 - Create a sense of urgency – Write a speech that you will give to create a
sense of urgency. Your audience will be the key leaders in the organization.
Speech for developing a sense of urgency
Thank you, everyone, for allowing the opportunity to convey this message but first, let me
congratulate the staff members and students for making so much progress in this short period of
time congratulations on taking the initiative and making a difference in our society.
As the world is constantly progressing, we have to adapt and change ourselves. Now, the
reason is higher than never before. The economy is changing so is the world power. Our children
and students need to be able to keep up with the changing scenarios. It is our responsibility as
teachers and professors to guide them in the right direction but in recent years, a lot has
happened and if blame game is started than it will, leave no stones unturned (Young 2017). There
is an urgent need to change the methods of delivering our ideas, knowledge and accepting,
adopting as well. This change needs to start from not only the teachers but also the students as
well. There are many circumstances observed where numerous inefficient and lack of proper
planning is showing its effect. If this keeps up our vision of making a change in the society can
never take place. It is important that we now not only address these problems but also make an
afford to change the scenarios into our favor. It is expected from our staffs and students to fully
cooperate so that the change can start with us.
Name of the case:
Author Name:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
4
Professional Practice in Human Resource Management
4. Section 2 – Build a guiding coalition. Who will you choose for your coalition? Describe
their position and why you chose them for the coalition.
As a consultant for the college and the nature of work that is being provided, choosing a
professional who has the knowledge of what needs to done on the issues and a person who can
answer what is the issue why is the issue and why is the issue now will be a good choice. Team
that must have some form of answer to the above-mentioned questions will also be very much
desirable. However, making sure of work being conducted in a manner so that everyone’s
engagement can be assured will be a big challenge (Barnlund, 2017). Because of the nature of the
work, no staff wants to put out his or her time into the cause and they think this is an unnecessary
exercise.
As the head of the Human Resource department wants an online system in order to make
efficient staff, to carry out some development plains and an online platform, taking some old and
young staff for the process would be very much helpful. The initiative is taken by the human
resource team in order to carry out the much-needed changes but they have failed to do so
because of the communication issues. Choosing them will perhaps the best way of conducting the
task in limited time because they can provide a perfect insight into what needs to be done as they
have more knowledge on the matter. They have the knowledge of the colleges’ history and
management system and can provide good data for making the system more efficient. They also
can share their experience and provide new ideas for a better performance management system.
For the purpose of the college’s need for increase in international students and aboriginal
staffs, taking a native origin staff along with an international staff will be a good option as because
they can provide information on why there are not many students and staffs from their country and
locality are not joining into the system. Then working with the local people or a small company’s
employees for collection of additional data can be very much helpful to the cause. These above
methods can help provide quantitative and quality data as well. As the plain require a constant
update of data the inner source, (staffs) will be more than enough to keep the updating process
going.
This team need some internal sources and some external sources as well. Some one
teacher who recently joined the college should be there because he or she can provide an overall
experience of a teacher as a new comer. One old teacher should also be chosen to understand
the system that he college follows, one outside source specifically from a company that allows
internship. They are needed because the can give answer to questions such as why they are not
hiring students or what are the skill, they expect from them and many more. Couple of human
resource team people because they have the perfect knowledge of every person’s background.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
4. Section 2 – Build a guiding coalition. Who will you choose for your coalition? Describe
their position and why you chose them for the coalition.
As a consultant for the college and the nature of work that is being provided, choosing a
professional who has the knowledge of what needs to done on the issues and a person who can
answer what is the issue why is the issue and why is the issue now will be a good choice. Team
that must have some form of answer to the above-mentioned questions will also be very much
desirable. However, making sure of work being conducted in a manner so that everyone’s
engagement can be assured will be a big challenge (Barnlund, 2017). Because of the nature of the
work, no staff wants to put out his or her time into the cause and they think this is an unnecessary
exercise.
As the head of the Human Resource department wants an online system in order to make
efficient staff, to carry out some development plains and an online platform, taking some old and
young staff for the process would be very much helpful. The initiative is taken by the human
resource team in order to carry out the much-needed changes but they have failed to do so
because of the communication issues. Choosing them will perhaps the best way of conducting the
task in limited time because they can provide a perfect insight into what needs to be done as they
have more knowledge on the matter. They have the knowledge of the colleges’ history and
management system and can provide good data for making the system more efficient. They also
can share their experience and provide new ideas for a better performance management system.
For the purpose of the college’s need for increase in international students and aboriginal
staffs, taking a native origin staff along with an international staff will be a good option as because
they can provide information on why there are not many students and staffs from their country and
locality are not joining into the system. Then working with the local people or a small company’s
employees for collection of additional data can be very much helpful to the cause. These above
methods can help provide quantitative and quality data as well. As the plain require a constant
update of data the inner source, (staffs) will be more than enough to keep the updating process
going.
This team need some internal sources and some external sources as well. Some one
teacher who recently joined the college should be there because he or she can provide an overall
experience of a teacher as a new comer. One old teacher should also be chosen to understand
the system that he college follows, one outside source specifically from a company that allows
internship. They are needed because the can give answer to questions such as why they are not
hiring students or what are the skill, they expect from them and many more. Couple of human
resource team people because they have the perfect knowledge of every person’s background.
Name of the case:
Author Name:
5
Professional Practice in Human Resource Management
There are other staffs working in the college who are very much concerned with the survey
process perhaps that is the reason no one wants to contribute to the cause. Their fear of being
terminated making them nervous and keeping them to join in.
5. Articulate your strategic vision and initiatives.
The primary vision for taking the initiative is to make sure that a system is being created so
that the teachers can be trained well, more local can join the group, and induction of new foreign
students can take place (Fullan, & Rincon-Gallardo, 2016). The secondary vision is to make a
system that can stay update and keep a track of the teachers and the progress for the school as
well. The plain is to make the school more efficient and useful along with creating a bridge
between the old employees and that of new to reduce the gap between their generation in terms of
using technology and teaching methods.
In order to achieve the above-mentioned objective, collection of data is required. For that,
reason couple of native staffs along with some foreign students are taken for the research
purposes. It is being carried out in order to find out the reason for less participation by them can be
understood. Numerous question needed to be asked to them in order to achieve a qualitative data.
Having good data can make a lot of difference in the system making process and with limited
resources, it can be as useful as the process can get. The college came up with a fantastic idea of
collaborating with the local companies and make employment and skilled training to its members
(Mayfield, Mayfield, & Sharbrough, 2015). Making a collaboration will be resulted in providing
higher level of services for the students. Therefore, the involvement of parents along with some
stakeholders will be adequate and they too would want to have a better studying environment for
the students. However, collaboration with the local authorities can only be possible if in case of
sufficient, data is available on the database.
The ultimate goal is to make a better school and the above method can help provide such
facility. So that every student could get a job or start their own business. The teachers can have
fun while teaching. The teaching process should not necessarily be boring and dull. The
engagement between the teachers and the students will be there for any given task. The college
can have many foreign and native students as well. The college need not to be non-profitable
management and it should be able to start providing scholarship to needy once.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
There are other staffs working in the college who are very much concerned with the survey
process perhaps that is the reason no one wants to contribute to the cause. Their fear of being
terminated making them nervous and keeping them to join in.
5. Articulate your strategic vision and initiatives.
The primary vision for taking the initiative is to make sure that a system is being created so
that the teachers can be trained well, more local can join the group, and induction of new foreign
students can take place (Fullan, & Rincon-Gallardo, 2016). The secondary vision is to make a
system that can stay update and keep a track of the teachers and the progress for the school as
well. The plain is to make the school more efficient and useful along with creating a bridge
between the old employees and that of new to reduce the gap between their generation in terms of
using technology and teaching methods.
In order to achieve the above-mentioned objective, collection of data is required. For that,
reason couple of native staffs along with some foreign students are taken for the research
purposes. It is being carried out in order to find out the reason for less participation by them can be
understood. Numerous question needed to be asked to them in order to achieve a qualitative data.
Having good data can make a lot of difference in the system making process and with limited
resources, it can be as useful as the process can get. The college came up with a fantastic idea of
collaborating with the local companies and make employment and skilled training to its members
(Mayfield, Mayfield, & Sharbrough, 2015). Making a collaboration will be resulted in providing
higher level of services for the students. Therefore, the involvement of parents along with some
stakeholders will be adequate and they too would want to have a better studying environment for
the students. However, collaboration with the local authorities can only be possible if in case of
sufficient, data is available on the database.
The ultimate goal is to make a better school and the above method can help provide such
facility. So that every student could get a job or start their own business. The teachers can have
fun while teaching. The teaching process should not necessarily be boring and dull. The
engagement between the teachers and the students will be there for any given task. The college
can have many foreign and native students as well. The college need not to be non-profitable
management and it should be able to start providing scholarship to needy once.
Name of the case:
Author Name:
6
Professional Practice in Human Resource Management
6. Include a poster or email that you will use to develop your volunteers. (Refer to appendix)
The need of making an afford to change the system has come upon us. The change is
needed and it will start with us. It is our responsibility to make a change in our college system and
come together as a family to develop and prosper together.
It is high time that we join the program and start a difference with ourselves. This Nouveau
College is suffering from less native staffs along with a smaller number of foreign students. The
modes of making income are very much limited. If in case of the higher number of foreign student
take, their admission in the college then there can be a lot of difference in terms of making money
for the college. In order to make it happen the college is taking the initiative and trying to make a
difference. The foreign students are considered as the untapped stream of making revenue
(Yamashita, López, Soligo & Keene, 2017). However, it can never be successful without the
support of local authorities along with some friendly and helpful students. We are in very much in
need of volunteers in order to conduct the survey and the changes thereafter (Brendel, Heyde,
Brunst, Hilbrich & Weber, 2016).
The collage has a rich history, it has stood the taste of time staffs, and students are in need
of changes, the changes that can alter the schools’ future. The college suffering from old methods
of conducting the performance managing system and hopes to make a difference on the matter by
adopting a digital method of conducting performance-managing system. The college is taking the
initiative and trying to make the difference on the matter. As the staffs and students of the college,
it is your responsibility to come forward and join in our quest to make the college a better place for
teaching, studying, compassing and many more. The lives of students along with the staffs will be
changed with a little afford from volunteers.
The need of local authorities is also very much needed and can help boost the goal
reaching capability. We would be highly appreciated if any voluntaries from the local place join in
and make the benefits for both the parties. Volunteers will be rewarded after the completion of the
projects. As the citizen of Canada, we have shown to the world our ability to stay united in a tough
time and supported each other in crises. This college may not be in immediate crises but if
attention is not being paid then it will be sooner than anyone can anticipate.
The project will take place with short goals in mind, identifying the short-term goals and
wins and methods of achieving them is also a part of the system creatation. Achievements need to
be recognized in order to keep the moral high of the school as well as the team conducting the
Name of the case:
Author Name:
Professional Practice in Human Resource Management
6. Include a poster or email that you will use to develop your volunteers. (Refer to appendix)
The need of making an afford to change the system has come upon us. The change is
needed and it will start with us. It is our responsibility to make a change in our college system and
come together as a family to develop and prosper together.
It is high time that we join the program and start a difference with ourselves. This Nouveau
College is suffering from less native staffs along with a smaller number of foreign students. The
modes of making income are very much limited. If in case of the higher number of foreign student
take, their admission in the college then there can be a lot of difference in terms of making money
for the college. In order to make it happen the college is taking the initiative and trying to make a
difference. The foreign students are considered as the untapped stream of making revenue
(Yamashita, López, Soligo & Keene, 2017). However, it can never be successful without the
support of local authorities along with some friendly and helpful students. We are in very much in
need of volunteers in order to conduct the survey and the changes thereafter (Brendel, Heyde,
Brunst, Hilbrich & Weber, 2016).
The collage has a rich history, it has stood the taste of time staffs, and students are in need
of changes, the changes that can alter the schools’ future. The college suffering from old methods
of conducting the performance managing system and hopes to make a difference on the matter by
adopting a digital method of conducting performance-managing system. The college is taking the
initiative and trying to make the difference on the matter. As the staffs and students of the college,
it is your responsibility to come forward and join in our quest to make the college a better place for
teaching, studying, compassing and many more. The lives of students along with the staffs will be
changed with a little afford from volunteers.
The need of local authorities is also very much needed and can help boost the goal
reaching capability. We would be highly appreciated if any voluntaries from the local place join in
and make the benefits for both the parties. Volunteers will be rewarded after the completion of the
projects. As the citizen of Canada, we have shown to the world our ability to stay united in a tough
time and supported each other in crises. This college may not be in immediate crises but if
attention is not being paid then it will be sooner than anyone can anticipate.
The project will take place with short goals in mind, identifying the short-term goals and
wins and methods of achieving them is also a part of the system creatation. Achievements need to
be recognized in order to keep the moral high of the school as well as the team conducting the
Name of the case:
Author Name:
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
7
Professional Practice in Human Resource Management
project. Unpaid attention to recognize can make a huge dent on the moral of the person
conducting the project. The volunteers will be highly appreciated if they join the group and make a
difference. We urge everyone to join in our quest to save the college and make a difference into
the society.
7. Identify your short-term wins, and how you will communicate them, how you will know if
you’ve achieved them, and how you will celebrate the achievement.
Short term wins will be identified by short-term goal achievements. The above process will
take place in different stages and make its way up to the completion of the project. It is very much
necessary to make different sections of the process so that workload can be achieved and a
proper target can set forth (Rohrschneider & Whitefield 2017). Understanding short-term
achievement is easier than understanding the long-term achievement. For example, a collection of
data from foreign students can be considered as an achievement, analyzing the data will be
considered as another. The achievements will be celebrated with applause and a meal. This
method does save a lot of money and helps to keep the moral high among the volunteers. The
long term achievement can be changing in the ratio of native student and foreign students.
Work achieved 0 to 3 months 3 to 6 months 6 to 9 months
Collection of data
from native students
Collection of data
from teachers
Change in the foreign
students ratio
Change in the ratio of
Name of the case:
Author Name:
Professional Practice in Human Resource Management
project. Unpaid attention to recognize can make a huge dent on the moral of the person
conducting the project. The volunteers will be highly appreciated if they join the group and make a
difference. We urge everyone to join in our quest to save the college and make a difference into
the society.
7. Identify your short-term wins, and how you will communicate them, how you will know if
you’ve achieved them, and how you will celebrate the achievement.
Short term wins will be identified by short-term goal achievements. The above process will
take place in different stages and make its way up to the completion of the project. It is very much
necessary to make different sections of the process so that workload can be achieved and a
proper target can set forth (Rohrschneider & Whitefield 2017). Understanding short-term
achievement is easier than understanding the long-term achievement. For example, a collection of
data from foreign students can be considered as an achievement, analyzing the data will be
considered as another. The achievements will be celebrated with applause and a meal. This
method does save a lot of money and helps to keep the moral high among the volunteers. The
long term achievement can be changing in the ratio of native student and foreign students.
Work achieved 0 to 3 months 3 to 6 months 6 to 9 months
Collection of data
from native students
Collection of data
from teachers
Change in the foreign
students ratio
Change in the ratio of
Name of the case:
Author Name:
8
Professional Practice in Human Resource Management
8. Write a letter to the President of the organization with a list of suggested actions to
sustain the change.
Name of the case:
Author Name:
Nuveau College
To the precedent of The Nuveau college
Sir,
I am a consultant appointed by your college and this letter is shows the list that can enhance
collage performance.
Have an advertisement method to rich international students.
Give them a reason to join in the college
Make a better communication process and keep only efficient staffs
Make some seat reservation methods for both the student and the staff as well for
joining the school. It will greatly help in providing an image with very friendly campus.
Start charging a very little fee from the students
The salary, which is being provided to the teachers, needs an overall. It must be based
on the performance or performance oriented. However, a minimum salary needs to be
provided to the teachers.
Those suggested list needed to be fulfilled in order to keep the college going.
Professional Practice in Human Resource Management
8. Write a letter to the President of the organization with a list of suggested actions to
sustain the change.
Name of the case:
Author Name:
Nuveau College
To the precedent of The Nuveau college
Sir,
I am a consultant appointed by your college and this letter is shows the list that can enhance
collage performance.
Have an advertisement method to rich international students.
Give them a reason to join in the college
Make a better communication process and keep only efficient staffs
Make some seat reservation methods for both the student and the staff as well for
joining the school. It will greatly help in providing an image with very friendly campus.
Start charging a very little fee from the students
The salary, which is being provided to the teachers, needs an overall. It must be based
on the performance or performance oriented. However, a minimum salary needs to be
provided to the teachers.
Those suggested list needed to be fulfilled in order to keep the college going.
9
Professional Practice in Human Resource Management
9. Identify how you will evaluate the success of the change, and what you will do if your
change initiative has not been successful.
The success of the change will only be evaluated by seeing an updated performance
management system, having a better ratio between the native and foreign students and higher
number of native staff involvement. The induction of foreign student will provide a new motivation
to the management for improvement and help with more revenue generation for the college. In
other words, by seeing a change on the issues for which the new system is being adopted. If in
case there is no change even after the initiative than we need to get back to the drawing board
and start from the scratches (Rohrschneider & Whitefield, 2017). The reason for which the plain
was not successful will be looked after and changes will be made to better accommodate the
situations. If in case there is no flaw found on the old methods then new methods will be adopted.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
9. Identify how you will evaluate the success of the change, and what you will do if your
change initiative has not been successful.
The success of the change will only be evaluated by seeing an updated performance
management system, having a better ratio between the native and foreign students and higher
number of native staff involvement. The induction of foreign student will provide a new motivation
to the management for improvement and help with more revenue generation for the college. In
other words, by seeing a change on the issues for which the new system is being adopted. If in
case there is no change even after the initiative than we need to get back to the drawing board
and start from the scratches (Rohrschneider & Whitefield, 2017). The reason for which the plain
was not successful will be looked after and changes will be made to better accommodate the
situations. If in case there is no flaw found on the old methods then new methods will be adopted.
Name of the case:
Author Name:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
10
Professional Practice in Human Resource Management
Conclusion
This study has been helpful in investigating the urgency and importance of performance
management programs within educational institutes in order to overcome certain problems related
to the management or work and skill development programs. This type of projects also helps in
identifying the weaknesses and strengths of the employees as well as help in engaging other staff
in the process. All the necessary information and steps have been highlighted that will be
important while doing this type of projects in the future. On the other hand, with completing this
project understanding of employee participation and knowledge regarding overall project
completion have been enlarged effectively.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
Conclusion
This study has been helpful in investigating the urgency and importance of performance
management programs within educational institutes in order to overcome certain problems related
to the management or work and skill development programs. This type of projects also helps in
identifying the weaknesses and strengths of the employees as well as help in engaging other staff
in the process. All the necessary information and steps have been highlighted that will be
important while doing this type of projects in the future. On the other hand, with completing this
project understanding of employee participation and knowledge regarding overall project
completion have been enlarged effectively.
Name of the case:
Author Name:
11
Professional Practice in Human Resource Management
References
Barnlund, D. C. (2017). A transactional model of communication. In Communication theory (pp.
47-57). Routledge.
Brendel, R., Heyde, M., Brunst, H., Hilbrich, T., & Weber, M. (2016, November). Edge Bundling for
Visualizing Communication Behavior. In VPA@ SC (pp. 1-8).
Cassidy, A. (2016). A practical guide to information systems strategic planning. Auerbach
Publications.
Chai, C., Wu, X., Shen, D., Li, D., & Zhang, K. (2016). Gender differences in the effect of
communication on college students’ online decisions. Computers in Human Behavior, 65, 176-
188.
DiClemente, C. C. (2018). Addiction and change: How addictions develop and addicted people
recover. Guilford Publications.
Fullan, M., & Rincon-Gallardo, S. (2016). Developing high-quality public education in
Canada. How privatization and public investment influence educational outcomes, 169-193.
Kock, A., Heising, W., & Gemünden, H. G. (2015). How ideation portfolio management influences
front‐end success. Journal of Product Innovation Management, 32(4), 539-555.
Mayfield, J., Mayfield, M., & Sharbrough III, W. C. (2015). Strategic vision and values in top
leaders’ communications: Motivating language at a higher level. International Journal of Business
Communication, 52(1), 97-121.
Newman, B. M., & Newman, P. R. (2017). Development through life: A psychosocial approach.
Cengage Learning.
Rohrschneider, R., & Whitefield, S. (2017). Critical Parties: How Parties Evaluate the Performance
of Democracies. British Journal of Political Science, 1-25.
Tobias, R. M. (2015). Why do so many organizational change efforts fail?. Public Manager, 44(1),
35.
Yamashita, T., López, E. B., Soligo, M., & Keene, J. R. (2017). Older Lifelong Learners’
Motivations for Participating in Formal Volunteer Activities in Urban Communities. Adult Education
Quarterly, 67(2), 118-135.
Young, H. (2017). Responsible Communication and Protection of Public Participation: Assessing
Canada's Newest Public Interest Speech Protections. Sw. L. Rev., 47, 385.
Name of the case:
Author Name:
Professional Practice in Human Resource Management
References
Barnlund, D. C. (2017). A transactional model of communication. In Communication theory (pp.
47-57). Routledge.
Brendel, R., Heyde, M., Brunst, H., Hilbrich, T., & Weber, M. (2016, November). Edge Bundling for
Visualizing Communication Behavior. In VPA@ SC (pp. 1-8).
Cassidy, A. (2016). A practical guide to information systems strategic planning. Auerbach
Publications.
Chai, C., Wu, X., Shen, D., Li, D., & Zhang, K. (2016). Gender differences in the effect of
communication on college students’ online decisions. Computers in Human Behavior, 65, 176-
188.
DiClemente, C. C. (2018). Addiction and change: How addictions develop and addicted people
recover. Guilford Publications.
Fullan, M., & Rincon-Gallardo, S. (2016). Developing high-quality public education in
Canada. How privatization and public investment influence educational outcomes, 169-193.
Kock, A., Heising, W., & Gemünden, H. G. (2015). How ideation portfolio management influences
front‐end success. Journal of Product Innovation Management, 32(4), 539-555.
Mayfield, J., Mayfield, M., & Sharbrough III, W. C. (2015). Strategic vision and values in top
leaders’ communications: Motivating language at a higher level. International Journal of Business
Communication, 52(1), 97-121.
Newman, B. M., & Newman, P. R. (2017). Development through life: A psychosocial approach.
Cengage Learning.
Rohrschneider, R., & Whitefield, S. (2017). Critical Parties: How Parties Evaluate the Performance
of Democracies. British Journal of Political Science, 1-25.
Tobias, R. M. (2015). Why do so many organizational change efforts fail?. Public Manager, 44(1),
35.
Yamashita, T., López, E. B., Soligo, M., & Keene, J. R. (2017). Older Lifelong Learners’
Motivations for Participating in Formal Volunteer Activities in Urban Communities. Adult Education
Quarterly, 67(2), 118-135.
Young, H. (2017). Responsible Communication and Protection of Public Participation: Assessing
Canada's Newest Public Interest Speech Protections. Sw. L. Rev., 47, 385.
Name of the case:
Author Name:
12
Professional Practice in Human Resource Management
Appendix
Name of the case:
Author Name:
Professional Practice in Human Resource Management
Appendix
Name of the case:
Author Name:
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
13
Professional Practice in Human Resource Management
Communication plan
Name of the case:
Author Name:
Professional Practice in Human Resource Management
Communication plan
Name of the case:
Author Name:
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
Stakeholder Audience Stakeholder
Information
(What might they fear
or lose as a result of
this change? )
Communication
Objective
(What we want them to
know, do, say, or think )
Key Message
(Therefore, we
have to let them
know . . .)
Strategies
(How to let them
know – meetings,
media, web, etc)
Who When
Internal Stakeholders – people who work within your organization
1) Manager of Human
resource department
Human resource
management may
have the fear about
change in the
previous skill-based
compensation
process, which in
turn could change
their working
process.
Main purpose of this
plan is to ensure a
future-focused,
developmental
dialogue that is
supported by
qualitative feedbacks
(Newman, &
Newman 2017).
Offer staff and
managers with
an outline
having high-
quality
discussion
Main concern
in this regard
will be
conveyed
through formal
letters and
emails.
The human
resource team
and manager
1/12/201
8
2)Maintenance and
facility management
staffs
This department
will have a fear of
changing the
internal working
patters
There is a need for
separation of
performance
measurements from
management
conversations and
feedbacks
Core message
of this
communication
purpose is
changing the
feedback
patterns of the
college and the
quality of the
performance
Through
administrative
meeting this
message will
be distributed
Faculty staff of
the maintenance
and facility
department
3.12.201
8
Stakeholder Audience Stakeholder
Information
(What might they fear
or lose as a result of
this change? )
Communication
Objective
(What we want them to
know, do, say, or think )
Key Message
(Therefore, we
have to let them
know . . .)
Strategies
(How to let them
know – meetings,
media, web, etc)
Who When
Internal Stakeholders – people who work within your organization
1) Manager of Human
resource department
Human resource
management may
have the fear about
change in the
previous skill-based
compensation
process, which in
turn could change
their working
process.
Main purpose of this
plan is to ensure a
future-focused,
developmental
dialogue that is
supported by
qualitative feedbacks
(Newman, &
Newman 2017).
Offer staff and
managers with
an outline
having high-
quality
discussion
Main concern
in this regard
will be
conveyed
through formal
letters and
emails.
The human
resource team
and manager
1/12/201
8
2)Maintenance and
facility management
staffs
This department
will have a fear of
changing the
internal working
patters
There is a need for
separation of
performance
measurements from
management
conversations and
feedbacks
Core message
of this
communication
purpose is
changing the
feedback
patterns of the
college and the
quality of the
performance
Through
administrative
meeting this
message will
be distributed
Faculty staff of
the maintenance
and facility
department
3.12.201
8
1
Professional Practice in Human Resource Management
management
system.
3) IT department staff
Change in the
selection process,
training methods
and Ongoing
support providing
mechanisms.
To implement the
continuous
performance
management
software in the
college
Therefore, the
IT management
team needs to
review the
working
process of
continuous
performance
management
software and
the resources
present in the
organization to
support the
implementation
process
Through
emails and
advertisement
in official
website
message will
be conveyed
IT management
team
4.12.201
8
4) Teachers Teacher might
have the fear of
changing the
teaching and
training sessions
and addition of new
development
The communication
objective here is to
convey the current
development
initiatives and needs
for the college to the
students
Therefore,
teachers need
to circulate
message to
their students
and
development of
Present
teachers of
the
organization
7.12.201
8
Name of the case:
Author Name:
Professional Practice in Human Resource Management
management
system.
3) IT department staff
Change in the
selection process,
training methods
and Ongoing
support providing
mechanisms.
To implement the
continuous
performance
management
software in the
college
Therefore, the
IT management
team needs to
review the
working
process of
continuous
performance
management
software and
the resources
present in the
organization to
support the
implementation
process
Through
emails and
advertisement
in official
website
message will
be conveyed
IT management
team
4.12.201
8
4) Teachers Teacher might
have the fear of
changing the
teaching and
training sessions
and addition of new
development
The communication
objective here is to
convey the current
development
initiatives and needs
for the college to the
students
Therefore,
teachers need
to circulate
message to
their students
and
development of
Present
teachers of
the
organization
7.12.201
8
Name of the case:
Author Name:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
2
Professional Practice in Human Resource Management
sessions that will
develop their
workload
an environment
of training and
development
External Stakeholders – people who work outside of your organization
1)
Provincial
governmen
t
Current
change in the
performance
management
process may
change the
funding
structure
To implement the new
levels of performance
management system,
permission of additional
funding and
implementation of
various initiatives is
needed
The core message
will be seeking full
participation and
help from the
government
Organizing
meetings and
interviews with
government staff
Provisional
government of
the area
10.12.2018
2) Present
staffs
Other staffs
may have the
fear regarding
discipline or
terminate their
employment
status due to
the new
performance
management
plan.
To strengthen the
relationship with
management by
implementing new
training and
development session
for the staffs of the
college along with
developing their
professional skills
Therefore, other
staffs should know
the need for quick
modification in the
performance
management
system.
Through sending
letters and
organizing
meetings with staff
or a staff
conference could
be done.
All staffs from
different teams
13.12.2018
3) Donors
and
Parents and
donors could
To developing
relationship with the
Therefore, parents
and donors should
Through ending
letters and
Other non-
governmental
15.12.2018
Name of the case:
Author Name:
Professional Practice in Human Resource Management
sessions that will
develop their
workload
an environment
of training and
development
External Stakeholders – people who work outside of your organization
1)
Provincial
governmen
t
Current
change in the
performance
management
process may
change the
funding
structure
To implement the new
levels of performance
management system,
permission of additional
funding and
implementation of
various initiatives is
needed
The core message
will be seeking full
participation and
help from the
government
Organizing
meetings and
interviews with
government staff
Provisional
government of
the area
10.12.2018
2) Present
staffs
Other staffs
may have the
fear regarding
discipline or
terminate their
employment
status due to
the new
performance
management
plan.
To strengthen the
relationship with
management by
implementing new
training and
development session
for the staffs of the
college along with
developing their
professional skills
Therefore, other
staffs should know
the need for quick
modification in the
performance
management
system.
Through sending
letters and
organizing
meetings with staff
or a staff
conference could
be done.
All staffs from
different teams
13.12.2018
3) Donors
and
Parents and
donors could
To developing
relationship with the
Therefore, parents
and donors should
Through ending
letters and
Other non-
governmental
15.12.2018
Name of the case:
Author Name:
3
Professional Practice in Human Resource Management
parents have the fear
of change
about the
entire
management
structure
parents and other non-
governmental donors
with a more effective
workforce
know the positive
effects of entire
performance
management
system in the
college for students
also.
arranging
conferences
donors and
parents
Name of the case:
Author Name:
Professional Practice in Human Resource Management
parents have the fear
of change
about the
entire
management
structure
parents and other non-
governmental donors
with a more effective
workforce
know the positive
effects of entire
performance
management
system in the
college for students
also.
arranging
conferences
donors and
parents
Name of the case:
Author Name:
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
Table 1: The initial communication plan for the performance management
(Source: Created by the learner)
Table 1: The initial communication plan for the performance management
(Source: Created by the learner)
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
Running Head: PROFESSIONAL PRACTICE IN HUMAN RESOURCE MANAGEMENT
1 out of 22
Related Documents
Your All-in-One AI-Powered Toolkit for Academic Success.
+13062052269
info@desklib.com
Available 24*7 on WhatsApp / Email
Unlock your academic potential
© 2024 | Zucol Services PVT LTD | All rights reserved.