Leadership and Control

Create an approximately 5-minute presentation to staff and leadership on your planned response to emerging human resources issues.

The assessments in this course build upon one another and must be completed in the order presented. In the previous assessment, you planned, organized, and led. But what does it take to control your operation? What skills are necessary? What needs to be measured? Are there tools or processes designed to help? What types of things do you need to control, and what do you need to let go of?

In this assessment, you will create a presentation to staff and leadership on your planned response to emerging human resources issues.

Imagine that you have received the following e-mail from your boss about a month after they adopted your departmental plan outlined in the previous assessment. The email is one of the uploaded files

Create an approximately 5-minute presentation with voice narration targeted to your staff and leadership that effectively responds to your boss’s request found in the e-mail. Your presentation should demonstrate leadership qualities such as composure, preparation, solid communication, thoughtfulness, et cetera. The presentation should also:

Articulate the problems and their sources. (Make sure to include plausible assumptions based upon the facts presented to support your assertions.)

Detail your plan, which must address:

Retention: Describe two of the most significant steps you will take to keep employees and why you believe they will be effective.

Compensation.

Benefits.

Culture, leadership, engagement.

Hiring: Select one of the positions you identified in your organizational chart as new hire. Suggest two actions that you will take to secure new hires. Substantiate your ideas with real market data for at least one of your actions. (Cite your sources.) State any assumptions that you need to make to conduct your research. For example, candidate experience, job level, industry norms, et cetera.

Training.

Onboarding or orientation.

Communicating organizational values and culture.

Performance measure and standards: Describe how performance will be measured for one of the position types in your group. Your expectations should be consistent with your stated departmental goals.

Note: You have the option of using Kaltura or PowerPoint to complete your presentation.

1. How would a team contract help with the team’s communication issues?

2. How could a team contract help the team to work with a more unified purpose?

3. How would you spell out your expectations for ethical discourse in team communications in a team contract?

4. Explain your expectations and why you believe they’re important to include in the contract.

Title
NAME (PRESENTER)
CAPELLA UNIVERSITY
BUS3011
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
[Slide Title]
Guidelines for Effective
PowerPoint Presentations
Introduction
One concern about visual presentations is that the technology
used to create them can be used in such a way that it actually
detracts from the message rather than enhances it. To help
you consider carefully how your message is presented so that
it reflects care, quality, and professionalism, consider the
information provided in the remaining slides.
NOTE: This presentation serves as an example in itself, by
utilizing all of the guidelines mentioned.
Outline
The following topics will be covered:
▪ Writing
▪ Bullets
▪ Organization
▪ Tables
▪ Audience
▪ Font
▪ Design
▪ Speaker Notes
▪ Images
Writing
▪ Present ideas succinctly with lean prose.
▪ Use short sentences.
▪ Use active, rather than passive voice.
▪ Avoid negative statements, if possible.
▪ Avoid double negative entirely.
▪ Check spelling and grammar.
▪ Use consistent capitalization rules.
Organization
▪ Develop a clear, strategic introduction to provide context
for the presentation.
▪ Develop an agenda or outline slide to provide a roadmap
for the presentation.
▪ Group relevant pieces of information together.
▪ Integrate legends and keys with charts and tables.
▪ Organize slides in logical order.
▪ Present one concept or idea per slide.
▪ Use only one conclusion slide to recap main ideas.
Audience
▪ Present information at language level of intended audience.
▪ Do not use jargon or field-specific language.
▪ Follow the 70% rule—If it does not apply to 70% of your
audience, present it to individuals at a different time.
Design
▪ Use a consistent design throughout the presentation.
▪ Keep layout and other features consistent.
▪ Use the master slide design feature to ensure consistency.
▪ Use consistent horizontal and vertical alignment of slide
elements throughout the presentation.
▪ Leave ample space around images and text.
Images
▪ When applicable, enhance text-only slide content by
developing relevant images for your presentation.
▪ Do not use gratuitous graphics on each slide.
▪ Use animations only when needed to enhance meaning. If
selected, use them sparingly and consistently.
Bullets
▪ Use bullets unless showing rank or sequence of items.
▪ If possible, use no more than five bullet points and eight
lines of text total per slide.
Tables
▪ Use simple tables to show numbers, with no more than 4
rows x 4 columns.
▪ Reserve more detailed tables for a written summary.
Font
▪ Keep font size at 24 point or above for slide titles.
▪ Keep font size at 18 or above for headings and explanatory
text.
▪ Use sans serif fonts such as Arial or Verdana.
▪ Use ample contrast between backgrounds and text.
Speaker Notes
▪ Summarize key information.
▪ Provide explanation.
▪ Discuss application and implication to the field, discipline or
work setting.
▪ Document the narration you would use with each slide.
Atha Corporation
Hi,
Looks like we have some issues to address (see below). Let me know how you plan to deal with
them. I suggest you put a plan together and share it with your staff and me. Please set up a time
for next week to present it.
Thanks,
Grant
SVP Operations
Atha Corporation
From: Havish, Molly
Sent: Wednesday, February 12, 10:23:53 AM
To: Grant Stiller
Subject: RE: HR concerns about retention and hiring
Hi Grant,
I just wanted to follow up with you on a couple of things that concern one of
your departments.
First, as you probably know we lost two of our personnel to other companies.
The exit interviews were consistent and revealing. Each mentioned that the
lack of acknowledgement of their contributions in the wake of the ramp up and
sizeable workloads associated with the goal of doubling sales a few months
ago was a factor. They also said the compensation was no longer appropriate
for what they were doing and was not competitive with outside opportunities.
Second, our offers to the two candidates identified by your manager as
desirable hires were not accepted. One made a counter offer for a 20% higher
salary and the other is concerned about benefits – mostly leave (she said that
only one week off in the first year was “a challenge.” I’m not sure the
compensation we are offering for the increased workload is attractive.
Molly Havish
SVP Human Resources