Human Resources Management
3.) From what you have learned about succession management and performance management processes, how would your group decide if an internal candidate was appropriate? (10 marks)
To determine if an internal candidate was appropriate for CEO position we would first have to interview the CEO to find out the exact job requirements and competencies. The company has been successful for 40 years with him as a president so he would know best. The next step would be to construct a detailed job description based on the interview with the CEO and any other competencies, skills, and requirements that were determined to make the company successful.
The candidates should then be informed about the upcoming position and given the opportunity to ask questions pertaining to the position. This step could show who is interested in the new role.
The next step would be to see who of all the internal candidates are appropriate for the job based on their skills and competencies. We would then take the job description constructed, and look at what internal candidate best matches the role.
4. Describe an effective succession management process that could be implemented in Stonewall. (10 marks)
1.) What are the specialized skills and perspectives necessary to compete globally? What employees could potentially represent the company and bring global successfulness to the company. This could be done by creating job descriptions for all the managers
2.) Identify skills and competencies needed to meet strategic objectives. There are two approaches to identifying the characteristics of successful managers: the job-based approach and the competency based approach. The job based approach looks at what certain characteristics the employees have already in their current jobs and how they could transfer over to a manager role. The competency based approach looks at employee’s behaviours.
3.) Identify high-potential employees
To determine if an internal candidate was appropriate for CEO position we would first have to interview the CEO to find out the exact job requirements and competencies. The company has been successful for 40 years with him as a president so he would know best. The next step would be to construct a detailed job description based on the interview with the CEO and any other competencies, skills, and requirements that were determined to make the company successful.
The candidates should then be informed about the upcoming position and given the opportunity to ask questions pertaining to the position. This step could show who is interested in the new role.
The next step would be to see who of all the internal candidates are appropriate for the job based on their skills and competencies. We would then take the job description constructed, and look at what internal candidate best matches the role.
4. Describe an effective succession management process that could be implemented in Stonewall. (10 marks)
1.) What are the specialized skills and perspectives necessary to compete globally? What employees could potentially represent the company and bring global successfulness to the company. This could be done by creating job descriptions for all the managers
2.) Identify skills and competencies needed to meet strategic objectives. There are two approaches to identifying the characteristics of successful managers: the job-based approach and the competency based approach. The job based approach looks at what certain characteristics the employees have already in their current jobs and how they could transfer over to a manager role. The competency based approach looks at employee’s behaviours.
3.) Identify high-potential employees