Capella University Organizational Leadership Paper

Write a 3-4 page executive summary for organizational leadership about a selected workplace policy and its significance in the workplace.IntroductionTo ensure the organization is compliant to laws and regulations, HR needs standards against which it measures behaviors, decisions, and policies. Employment laws are examples of those standards. It is HR’s responsibility to uphold them, educate the organization about them, and engage actively with lawmakers to shape them. Depending on the industry, location, company size, and other factors, this can be quite a broad area to study. It is also necessary to understand the consequences, for an employee as well as the organization, for not following policies, laws, and regulations.This assessment will help you better conceptualize the relationship between employment laws and workplace policies.OverviewFor this assessment, you will first select a workplace policy. Then, you will write an executive summary for organizational leadership that provides information about the law, its significance in the workplace, and factors to consider when adopting the policy in the organization.InstructionsSelect a workplace policy from the list below:

Social Media Policy.

Wage and Hour Laws.

Reasonable Accommodations.

Workplace Safety Laws.

Once you have selected a policy, write a 3–4 page executive summary for organizational leadership regarding your selected policy and its significance in the workplace. In your summary:

Describe the law that corresponds to the policy and its significance in the workplace.

Keep this description relatively brief; think of it as an overview.

Consider relevant laws and regulations that should be considered when adopting this policy into an organization.

Are there guidelines you would suggest to incorporate this law into your workplace?

Describe additional information that is relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance.

What steps or methods are necessary to follow to ensure acceptance and compliance?

Articulate how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold along with other factors.

What responsibilities do HR professionals hold? What risks should they consider?

Refer to the assessment scoring guide to ensure that you meet all criteria. To earn full points for each criterion, be sure to note the details on what constitutesdistinguished performance.Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

Competency 1: Define the employee relations function of an organization and human resources’ role in its development.

Articulate how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold.

Competency 2: Analyze human resource practices that promote positive employee relations and legal compliance.

Describe the law corresponding to the identified policy and its significance in the workforce.

Consider relevant laws and regulations when adopting the identified policy to the working environment.

Competency 3: Explain the components of managing employee performance for organizational and personal success.

Describe additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance.

Competency 6: Communicate professionally with all stakeholders.

Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.

SCORING GUIDEUse the scoring guide to understand how your assessment will be evaluated.

VIEW SCORING GUIDE

Workplace Policies and Development Executive Summary Scoring GuideCRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Describe the law corresponding to the identified policy and its significance in the workforce.Does not identify the law corresponding to the identified policy and its significance in the workforce.Identifies but does not describe the law corresponding to the identified policy and its significance in the workforce. Describes the law corresponding to the identified policy and its significance in the workforce.Articulates the law corresponding to the identified policy and its significance in the workforce. Consider relevant laws and regulations when adopting the identified policy to the working environment.Does not identify the relevant laws and regulations when adopting the identified policy to the working environment. Identifies but does not consider the relevant laws and regulations when adopting the identified policy to the working environment.Considers relevant laws and regulations when adopting the identified policy to the working environment. Articulates the relevant laws and regulations when adopting the identified policy to the working environment. Describe additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance.Does not identify additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance. Identifies but does not describe additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance. Describes additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance.Analyzes additional information relevant to policy implementation, including steps or methods to ensure policy acceptance and compliance. Articulate how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold.Does not identify how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold.Identifies but does not articulate how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold.Articulates how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold.Analyzes how HR professionals should issue the policy and ensure compliance, including the risks and responsibilities that they hold along with other factors. Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.Does not communicate in a manner that is professional.Communicates in a manner that is professional, but not scholarly, as there is inconsistency with grammar and mechanics.ASSESSMENT 2 Prepare a 10-12 slide PowerPoint presentation of a competency model to train managers on the performance process.IntroductionMeasuring and developing employee performance presents rich opportunities to foster positive employee relations while supporting organizational goals and strategies. As an HR specialist, you will often be called to assist managers with one of their most challenging duties: issuing performance plans.According to the Society for Human Resource Management (SHRM):Performance management is the broad collection of activities designed to maximize individual and, by extension, organizational performance. It includes setting expectations, measuring employee behaviors and results, providing coaching and feedback, and evaluating performance over time to use in decision making. The purpose is to align individual efforts to achieve organizational goals.Many different systems and strategies can be used to measure performance during this ongoing process. HR has the privilege of designing and implementing performance measures that encourage employee growth, while aligning with organizational strategy, and promoting positive employer-employee relations in the process.This assessment gives you the opportunity to explore the performance process and develop a model to develop, assess competencies, and provide informal and formal performance feedback to employees.ReferenceSHRM. (n.d.). Performance management that makes a difference: An evidence-based approach [PDF]. https://www.shrm.org/hr-today/trends-and-forecasti…Overview and PreparationAs HR Specialists, we are often called to assist managers with one of their most challenging duties—issuing performance plans. For this assessment, you will create a PowerPoint presentation of a competency model that will be used to train managers on the factors of the performance process. Your main areas of consideration should include developing, coaching, assessing competencies, and providing informal and formal feedback.To prepare for this assessment, first select three core competencies you want to consider as part of your overview to management. Below are examples to consider:

Job Responsibilities.

Expectations.

Problem Solving.

Focus and Attention.

Teamwork.

Decision-Making.

Work Ethics.

Time Management.

Customer Service.

Communication.

Flexibility.

Then, select a PowerPoint template appropriate for a professional presentation.InstructionsCreate a 10–12 slide PowerPoint presentation, using detailed speaker notes or supplemental audio, that addresses the following:

Compare a competency model and a job description and explain the difference.

Describe how competencies are useful to the organization.

 

What considerations should be made for employees versus managers?

Describe the developmental activities critical to the competencies you selected and relevant training requirements.

How will you guide the manager in ensuring the competency is met?

Identify at least three best practices for delivering performance feedback to employees.

Assess the legal compliance and awareness of legal risks when dealing with performance related issues.

Consider the effects of a possible termination on the employee and the organization.

What federal and state laws will the organization need to comply with?

Use 4–5 relevant and credible scholarly or professional resources such as the Wall Street Journal in your presentation.Important Note: Select a PowerPoint template appropriate for a professional presentation. In addition to the content of the slides, include the supporting narrative in the speaker notes. Slide content should support your main points and ideas. Do not overbuild your slides; information that supports your main slide content should appear at the lower portion of each slide as speaker notes. As an option, you may record your narration and include it as audio within your PowerPoint presentation.Refer to Guidelines for Effective PowerPoint Presentations [PPTX] for helpful tips on designing and developing PowerPoint presentations.

Refer to the assessment scoring guide to ensure that you meet all criteria. To earn full points for each criterion, be sure to note the details on what constitutes distinguished performance.Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.Competencies MeasuredBy successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

Competency 2: Analyze human resource practices that promote positive employee relations and legal compliance.

Describe how competencies are useful to the organization.

Describe developmental activities critical to selected competencies and relevant training requirements.

Assess the legal compliance and awareness of legal risk when dealing with performance related issues.

Competency 3: Explain the components of managing employee performance for organizational and personal success.

Explain the difference between a competency model and a job description.

Identify three best practices for delivering performance feedback to employees.

Competency 6: Communicate professionally with all stakeholders.

Communicate in a manner that is scholarly, professional, and consistent with expectations of members of the human resources profession.SCORING GUIDEUse the scoring guide to understand how your assessment will be evaluated.Performance Competency Model Presentation Scoring GuideCRITERIA NON-PERFORMANCE BASIC PROFICIENT DISTINGUISHED Explain the difference between a competency model and a job description.Does not identify the difference between a competency model and a job description.Identifies but does not explain the difference between a competency model and a job description.Explains the difference between a competency model and a job description. Explains the difference between a competency model and a job description and illustrates with work related examples that support HR best practices. Describe how competencies are useful to the organization.Does not describe competencies.Describes competencies but does not explain how they are useful to the organization. Describes how competencies are useful to the organization.Describes how competencies are useful to the organization and provides relevant examples of best practices. Describe developmental activities critical to selected competencies and relevant training requirements.Does not describe developmental activities critical to selected competencies.Describes developmental activities critical to selected competencies but does not address relevant training requirements. Describes developmental activities critical to selected competencies and relevant training requirements. Describes developmental activities and critical to selected competencies and relevant training requirements, using effective methods and positive outcomes. Identify three best practices for delivering performance feedback to employees.Does not identify any best practices for delivering performance feedback to employees.Identifies one or two best practices for delivering performance feedback to employees.Identifies three best practices for delivering performance feedback to employees. Identifies three or more best practices for delivering performance feedback to employees and explains their significance to the organization. Assess the legal compliance and awareness of legal risk when dealing with performance related issues.Does not describe the legal compliance and awareness of legal risks when dealing with performance related issues.Describes but does not assess the legal compliance and awareness of legal risk when dealing with performance related issues. Assesses the legal compliance and awareness of legal risk when dealing with performance related issues. Assesses the legal compliance and awareness of legal risk when dealing with performance related issues and supports the assessment with scholarly examples. Communicate in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.Does not communicate in a manner that is professional.Communicates in a manner that is professional, but not scholarly, as there is inconsistency with grammar and mechanics.Communicates in a manner that is scholarly, professional, and consistent with expectations for members of the human resource profession.Communicates in a manner that is scholarly, professional, consistent with expectations of members of the human resources profession, addresses the intended audience, and is free of grammar and mechanical errors.