Learning Team B discussed several potential ideas for the workplace problem case study. In the course of discussion, one team member discussed a dilemma she faces at her workplace. In her current position, she is responsible for assigning seventeen employees to work areas. Due to human resources issues, she already faces a shortage of workers. Her company plans to transfer two additional workers in the coming months.
Her company recently fired an employee and wants an immediate replacement. However, the company's human resources department foresees no additional hiring, and two in-house promotions were rejected by her boss. She still sees value in the recently-fired employee, who has not yet left the company. She and her boss have no objective way to evaluate the potential in-house hires. Communication between her and her boss is one-way, and offers no structured input method for employee evaluation or hiring decisions.
This team member is an Air Force employee.
Since she does not work as a general officer or as the civilian Secretary of the Air Force, she would not have the requisite powers to personally implement any solutions devised by Learning Team B. For purposes of this project, the Learning Team will assume that she would have the power to successfully lobby the responsible parties for implementation.
Today's managers must address employees who do not complete their assigned tasks, consistently perform below their capabilities or exhibit a bad attitude. Managers must have a method to confront poor performers and either fix their shortcomings or terminate their employment. Managers also must have a method for ranking employees and addressing employee potential for promotions or in-house transfers. Many companies do not have a clear method for either requirement.
To address this employee management issue, Learning Team B will develop a uniform employee evaluation method...