On the basis of your analysis, how ready are members of the KGW management pool to step up if necessary and assume executive level responsibilities?

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Create a presentation showing the results of your analysis and recommendations. If there is too much material for a slide or there are more charts to display, develop a handout. Remember, not every piece of information you review requires a slide. In addition to assessing the data, be sure to consult at least ten (10) sources about succession management and company vitality. These sources will help you defend your point of view rather than just expressing an opinion. Your presentation to CEO Douglas Gibson and his executive team should include the following information. [NOTE that just because you examine these items does not mean a slide should be produced for that item] 1. Review the files of all employees in the key positions and (using pivot tables), identify employees for performance based on performance evaluations by the person’s supervisor from the file “Basic Data.” 2. Review the files of all employees in the key positions and identify competency ratings based on the evaluations by the person’s supervisor. These can be found by going to the AwareHR Team Builder section (Under “Analytics”). For this job (CA), look at common desired core competencies for this job vs. the Center Administrator – either identified by KGW, Caliper, or both. Compare and review their assessed competencies against the core executive competencies you have identified. 3. For the ten (10) PCC’s ONLY – Review data from all data sets and tables such as performance and competencies ratings, as well as those factors found in the excel files “KGW Health Database January 2019 – Supplemental Data, Operations and Customer Outcomes, Financial Data, and Caliper,” to name a few. Develop a composite scoring system to rank your employees into three categories – High, Mid, Low. On the basis of your analysis, how ready are members of the KGW management pool to step up if necessary and assume executive level responsibilities? If you find any skill gaps, what would be your suggestion for addressing these deficiencies? 4. Review key demographic information to ensure no demographic group based on gender, ethnicity, or generation is adversely impacted by your ranking system. 5. Based on your data and your research, determine what operational leadership at KGW should do to develop the employees rated “High” into the next level of leadership, as well as what they should do to develop or dismiss those in the “Low” category. 6. Develop a longer range plan for any NP or PA who is deemed “hi-po” and explain their development journey and the role HR can play to support operations in the near-term as well as longer-term. SLIDE GUIDELINES:  Slides should be crisp and professional using phrases; do not use full sentences  If you choose to capitalize each word in a slide title, make sure you continue this practice throughout all the slides: style should be consistent.  Slides should not contain your entire “sсrіpt” for the presentation. Remember that slides are to guide and hold the attention of the audience. They should be labeled specifically enough to communicate your conclusions. If you note 25%, it won’t mean anything to the audience if the audience cannot see the answer to “25% of XX” 25% of 50 employees?

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