28 Jun CREATING POWERFUL PERFORMANCE PROFILES
Creating Powerful Performance Profiles
Project description
Assignment: This paper consists of three parts as follows:
Part I: (30 Points) Review the attached Job Description for the Talent Director for the X Company. Using the guidance provided by Adler in Hire with Your Head, prepare a Performance Profile for this position. (The X Company JD.pdf)Preview the documentView in a new window
Part II: (30 Points) Determine a job you want to obtain when you graduate or one that you want to move to if you are currently working. Research the job and obtain a Job Description for that position. Using it as a basis create a Performance Profile for the position.
Part III: (40 Points) Consider your Career Objectives, Consider all that you have learned in school and in your work experience, Consider what you know about yourself. Now develop your Personal Performance Profile the Profile that you can use to drive your individual performance as you move through your career (Yes, this is a challenging assignment but give it your best thinking obviously your objectives may change over time)
Position Title: Director ofTalent
Location: Denver, CO
FLSA Status: Full time, exempt
The X Company seeks a Director of Talent to oversee all activities related to people operations, or as we
call it “talent.” The Director of Talent is in charge of recruiting, growing, and retaining top talent. This
position works on programs and guidelines reaching across the entire company, overseeing areas such as
employee relations, organizational planning and development, recruitment, training, compensation,
benefits, and compliance. The Director of Talent will report to the CEO, and this position is a management
position [currently 1.5 FTE).
All applicants must be authorized to work in the United States.
0 Employee Relations: Recommends and implements employee relations programs and practices that
retain top talent, perpetuate a vibrant culture, and promote a high level of employee engagement. Activities
include meaningful communication programs, organization-sponsored employee services, reward and
recognition programs, benefits, total compensation and more. Provide advice and guidance to management
on the interpretation of company guidelines, procedures, and programs in alignment with the overall
business strategy. Addresses escalated employee relations issues through conflict resolution, proper
investigation, analysis, and decisions on facts, causes, and recommendations for corrective action that are
compliant with company policy, federal/state law.
0 Organizational Planning & Development: Directs a process of organizational planning that evaluates
structure, job design, and talent forecasting throughout the company. Makes recommendations to senior
management. Directs a process of organizational development that primarily addresses “career pathing”
and succession planning throughout the company. Coordinates activities across division lines and informs
the company of guidelines.
0 Recruitment: Establishes standard recruiting and placement practices and procedures. Manages Talent
Coordinator on developing overall recruitment strategies, sourcing candidates, screening applications,
arranging and interviewing candidates, bringing requisitions to a close, and executing pre-employment
procedures. Interviews senior-level candidates. Finalizes offers for approvals.
0 Training: Establishes in-house management training programs that address company needs across
division lines (e.g., Performance Management, Interviewing, etc). Provides necessary education and
materials to line management and employees-workshops, manuals, employee handbooks, standardized
reports. Insures companywide understand of Talent-related programs, guidelines, and employee relations
practices.
0 Compensation & Benefits: Establishes wage and salary structure, pay policies, performance appraisal
programs, employee benefit programs and services, and company safety and health programs. Monitors for
effectiveness and cost containment.
0 Compliance: Identifies legal requirements and government reporting regulations affecting Human
Resources function (e.g., OSHA, EEO, TEFRA, ERISA, Wage & Hour) as well as protects the interests of
employees and the company in accordance to policies, laws and regulations. Monitors exposure of the
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