Hello Tutor,
I have a note here saying missing information. I have attached the Case Study – Leading a High-Performance Team #1-5 JPG and the Dennigee’s Store Team Development Plan Template (Untitled.JPG). Below is the introduction to the 4.1 Workforce Analysis and then the instructions with the six questions. everything has been included.
Thank you so much for your point of view in this subject.
Erin
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4.1 Workforce Analysis:
Leaders develop position profiles to help them determine the specific job requirements needed to achieve goals and objectives. As evident from the position profiles you have seen, each profile begins by identifying the primary purpose or responsibility of the position and continues by listing necessary traits and characteristics individuals must bring to the job. The profile also includes the competencies the individual must be able to demonstrate to do the job well and the work that needs to be produced. A position profile helps the leader define the knowledge, skills, and personal traits and characteristics needed by individuals in that position, in order to fulfill the primary responsibilities at a superior level.
If a leader does a thorough job of developing a plan that has the store’s critical short- and long-term objectives stated, and the leader has the necessary position profiles for the store, then the leader’s next step is to assess the existing employees to make sure they have the capacity to achieve the store’s objectives. It is critically important to the success of a leader to learn how to determine and evaluate the competency gaps for all store positions and team members (employees). The leader answers and completes the following to evaluate the members of the team:
Identify the gaps
Determine which gaps can be filled by training or development
Determine if the staffing plan needs to be changed (i.e. move members of the store team into different positions, let team members go, or acquire new talent) ————————————————————————————————— Instructions:
Refer to outside research on workforce analysis, and the following resources:
Dennigee’s store case study: Case Study – Leading a High-Performance Team { Attached Below}
Refer to the case study and assume the role of the Team Leader – Store Manager for the Dennigee’s store to complete the following:
Identify the gaps. What are the current conditions? Think about people, environment, goals.
Determine the best action plan to overcome the gaps in competencies.
Select one management position to overcome these performance gaps.
Complete the Dennigee’s Store Team Development Plan template (BELOW)
Be sure to include a summary entry for every element.
Post your completed development plan for your peers to review.
Review at least two of your peers’ plans and discuss your thought on their gap analysis and recommendations for action. What would you do similarly/differently, and why? Share your experiences, observations, and resources, if you have them.
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CASE STUDY:
FOR #4:
