discussion respond to classmates

Respond to at least two of your classmates’ postings by Day 7. Each of your responses to your classmates should be at least 100 words in length, and should expand on a point made by your classmate, pose a pertinent question about your classmate’s posting, and/or debate an opinion or fact presented by your classmate. Support your initial post with references to at least two academic sources.

Respond to classmate one:

After reading the assigned chapters in the Handbook of Workplace Assessment (Kevin Murphy, 2010) I will describe the two approaches for workplace assessment, assessing work oriented strategies, and analyzing people-oriented factors.  I will discuss the domains of that might be assessed and what implication may be drawn by assessing each and how these approaches might be used in succession planning.

1. Assessing work oriented strategies has been looked at for the past few decades and is looked at through competency; or an individuals demonstrated knowledge, skills or abilities.  Kevin Murphy (2010) asks the question "What do people do when they work?"  There are dimensions and subdimensions to this including the Great Eight Competency Model which describes eight competencies of an individuals performance they carry out.  The eight dimensions include; 1. Leading & deciding; 2. Supporting and cooperating; 3. Interacting & Presenting; 4. Analyzing & interpreting; 5. Creating & conceptualizing; 6. Organizing and executing; 7. Adapting & coping; 8. Enterprising & performing.  If these domains are assessed, I believe the outcome takes a more in depth view of an individuals natural skills that are more automatic in nature and therefore can decipher the role of the person within the organization.  This approach might be used in succession planning by looking deeper into the individuals knowledge, skills, and abilities to decipher their role in the future of the company including climbing the ladder or becoming a supervisor.

2. Assessing people-oriented factors focuses more on the idea based from attributes that should be assessed and looks into cognitive ability, normal personality, and interests and value orientations as a starting point for determining what to assess.  (Murphy, K., 2010).  The domain of cognitive ability looks at the persons ability to perform their job effectively and efficiently and in my opinion is an implication as to the hierarchical placement of a person within the organization.  The domain of normal personality focuses on the Big Five Model of personality traits; 1. Neuroticism; 2. Extraversion; 3. Agreeableness; 4. Conscientious; and 5. Openness which play a key factor in the assessment process by providing key factors of the individual that the cognitive assessment does not provide.  Lastly, a persons interests and value orientations which focuses on the environment fit of each individual and where they belong within the hierarchical placement of the organization.  This domain might be used in the succession of planning by focusing on the results of the individual person's attributes and the environment fit of the organization for purpose of all parties involved and doing what is right for the workplace environment and future.

 REFERENCE:

Scott, J. C. & Reynolds, D. H. (Eds.). (2010). Handbook of workplace assessment. Retrieved, November 12, 2020 from https://redshelf.com Chapter 1: Individual Differences That Influence Performance and Effectiveness: What Should We Assess? (Author: Murphy, K.) Chapter 15: The Role of Assessment in Succession Management (Author: Paese, M. J.)

Respond to classmate two:

In a previous work experience, I had become acquainted with the concept of a work-oriented strategy of the competency-based concept.  “Programs offered to adults utilizing the competency-based courses” (Southern New Hampshire University, 2020) As a remote Learning Coach, I worked with fist-generational students who were earning their degree through competency-based learning outcomes. “Competency-based descriptions of work is becoming more common” (Scott, J.C., and Reynold, D.H., 2010) Competency is the concept of proving one’s ability to conduct activities of assigned roles.

                As people-oriented factors in “the typical characteristics that are assessed in the workplace, with the consideration of one’s cognitive ability, personality, work experience, knowledge and skillets, and possible physical performance and competencies” (Scott, J.C., and Reynold, D.H., 2010) Focusing more in on how one takes on personal interests – engagement of their assigned work duties.

                Domains that might be assessed would probably be cognitive abilities, personality, knowledge, skills, and competencies. By assessing each domain, implications that may be drawn would be that cognitive ability if one is able to comprehend the essential work duties to conduct role responsibility. Personality would determine if one is ideally personally connected to the said role; finding value in the work that they do. Knowledge of having a clear understanding of the role. Showing they have the skill to execute the work duties. And efficient competency to thoroughly manage all facets of the job.  

References

                From the readings, there are several approaches. Attempting trial and error to determine which would be ideal, depends on the level of leaders and knowledge an organization is looking to fulfill. “Attempting to simplify the process to focus on how the collective approach is defined to leadership growth – engaging directly with upcoming leaders to prepare them to become tomorrow’s leader of the organization” – (Scott, J.C., and Reynold, D.H., 2010). Therefore, each of these approaches would be utilized according to what the organization has accessible within their organization, the direction in which they are looking to go, or whether outside leads are efficient to the current culture of the organization.

 

References

Scott, J.C. & Reynolds, D.H. (2010). Handbook of workplace assessment. https://redshelf.comLinks to an external site.

Southern New Hampshire University. (2020). How it Works. https://collegeforamerica.org/for-students/competency-based-education/Links to an external site.