Consider the following scenario You work in the HR Departmen

Consider the following scenario:

You work in the HR Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity. It is also considered to be an outstanding corporate citizen and known to be an excellent place to work. It has been ranked among the top three employers in the community for several years.

Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees, and the communities in which it operates.

Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders, and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; and striving for excellence and having fun.

Given its long history, many of its current employees are children or grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.

However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read meters, which showed the amount of electricity used by households. Meter readers traveled from house to house each month to log the information for billing purposes. Now meters are read automatically and data is transferred to the billing department via computer. This technological advancement eliminated the need for many employees who were required to resign, be laid off, or be retrained for other positions in the company.

The company faces a challenge as it strives to maintain its reputation as an excellent employer in the community, and, yet leverage advances in technology, which help it increase efficiency and remain competitive.

As a member of the HR team, you have been tasked with the responsibility of drafting a plan for a career development program for the company which will help managers effectively guide their staff in developing individual career development plans that are integrated with and support the company’s mission and values. Your report will be reviewed by senior HR managers as well as executive directors.

The HR department will have conducted a needs assessment as part of its strategic planning process to determine how the company will achieve its goals and objectives over the next 5–10 years. This assessment identifies areas where employees with new skill-sets will be required as well as areas where current employees with skill-sets may need to be either maintained or reduced (laid off).

As part of their annual performance appraisal, all employees will draft a personal and professional development plan on their own which will then be discussed with their manager. This plan should cover a five-year period and be reviewed and adjusted annually. It should include both formal training programs and individual initiatives to support personal and professional development interests.

By combining information about the company’s needs from the needs assessment and employees’ interests from the personal and professional development plans, it will be possible to develop a career planning program for the company that identifies the overlap between the company’s needs and employees’ interests and also detects gaps which could become opportunities for growth in the future. Overlapping areas indicate where the company needs skill-sets and the employees want to develop them while gaps indicate where the company needs skill-sets and there are no current employee interests in that area.

This process should help the company achieve a greater return on investment (ROI) from its training budget thus improving the bottom line. It should also result in lower employee turnover since employees will see that their personal and professional growth and the company’s needs are in alignment so they will be able to stay with the company and meet their personal and professional development goals.

Address the following in the plan:

a.     Identify the information needed to develop a template that will be used to complete the individual employee’s learning plan.

b.    Identify the information needed in order to develop the company’s needs assessment.

c.     Explain how you would coordinate both the individual employee’s plan and the company’s needs assessment into a comprehensive development plan. Be sure to identify overlaps or gaps.

d.    Explain how you would use this information to create a roadmap for development of a career development program for the company.

e.     Identify other factors that should be considered in this program’s development.

f.     Explain how the proposed plan would help managers effectively guide their staff in developing individual career development plans that are integrated with and support the company’s mission and values.

Solution

A. The information needed to develop a template that will be used to complete the individual employee’s learning plan is simply based on the new technological advancement that has taken place in the company’s premise. And to accommodate this, company has to develop a comprehensive plan to individually groom the employee to the best use of company’s interests and goals.

B. The information needed in order to develop the company’s needs assessment is with the different types of advancement, the company is going through like new machinery, new automation, new technological advancement etc which will make sure that company’s needs are met per the required levels as per the company’s needs.

C. I would coordinate with both the individual employee’s plan and the company’s needs assessment into a comprehensive development plan and I will also be sure to identify overlaps or gaps. This is to make sure that the individual employee planning and training is not overlapping with the company’s needs assessment into a comprehensive development plan.

To identify the overlaps or the gaps, there is a need to check for the differences in the employee and the company’s needs based environment. Like for example, one has to take care of the new advancement which will improve the company’s technological needs and human resources needs. Not only these but, there needs to find the exact loopholes in the gaps of training requirement of human resource and technical needs.

D. I would definitely use this information to create a roadmap for development of a career development program for the company by making the employees, I mean the exceptional employees who are best at specific tasks and making them key stakeholders on specific roles and making them engaged in giving training requirement to other employees. By doing this, employees will find a great roadmad for the development of a career development program for the company.

F. The proposed plan would definitely help managers effectively guide their staff in developing individual career development plans that are integrated with and support the company’s mission and values simply by enculcating the needs of the employees and as well as the needs of the company at large.

So, this proposed plan will surely help the managers in effectively guide their staff in developeing individual career developent plans that are very much integrated with and support the companys mission and values simply by enculcating all the various requirement of the employees training and benefits at large which will enchance their personal belongingnes towards the company.

Thank you.