Introduction: For this assessment, you will use the CapraTek: Succession Planning simulation. Please see the uploaded files. Using this simulation, featuring a fictitious technology organization, requires you to make decisions about the best candidate for a plant manager position.
Personal and Professional Goals:
Employees have personal and professional needs. Each employee is an individual who wants to understand who he or she is, to define his or her own professional goals, and to devise a plan for how to achieve these identified goals. It is your responsibility, as a training professional, to assist employees in meeting both their professional and personal goals. Ideally, the employee development system will allow employees to see how their personal goals align with organizational goals. Furthermore, it will set expectations for employees’ continued growth within the organization and provide feedback on their progress toward professional and personal goals. For example, an increasingly popular and important method of employee assessment is the 360-degree feedback method. This assessment tool is a multisource assessment that provides the employee with a chance to receive multi-rater feedback from peers, managers, and other coworkers and sources that work directly with the individual, along with a self-evaluation. The results of this assessment assist the employee with identifying and understanding areas for improvement.
Career Management:
An organization’s most valuable resource is its employees. An organization that invests time, money, and human resources in caring for the well-being of employees should receive a return of appreciation that shows through longevity, continued contribution, performance improvement, and ROI. Career management is an important issue for organizations that hope to maintain growth for both the organization and employees. As our world changes, so does the need for the organization to maintain pace with advancements in technology and processes. Organizations must constantly look to the future and anticipate human capital needs. Similarly, employees should be encouraged to think about their own long-term goals and how the organization can help them achieve these goals. A solid career management process will meet both the organization’s and employee’s needs.
To develop employees for longer-term, continual growth with an organization, this assessment introduces succession planning and developing a career management plan.
For this assessment, complete the following:
*Analyze how succession planning supports an organization’s strategic training plan.
*Articulate why candidates were selected to be interviewed.
*Develop a career development plan for the chosen candidate.
*Analyze the selection of a candidate to hire for a position.
Additional Requirements:
Length: A typical response will be 56 typed, double-spaced pages.
Font and font size: Times New Roman, 12 point.
References: Bennett, B. (2003). Job rotation. Training Strategies for Tomorrow, 17(4), 7.
Garvey, B., & Alred, G. (2000). Developing mentors. Career Development International, 5(4), 216222.
Gray, D. (2014). Succession planning 101. Professional Safety, 59(3), 35.
Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 113.
O’Neil, J., & Marsick, V. J. (2009). Peer mentoring and action learning. Adult Learning, 20(1/2), 1924.
Management development methods: How to get the right balance. (2008). Development and Learning in Organizations, 22(6), 2931.
Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Prentice Hall. Chapter 11.
