Human Resources essay

DescriptionSkittles: Leadership Development and High-Potential Employees
OverviewFor this assignment, you have been hired as the HR training and development team leader for a Fortune 50 organization. Your responsibilities include the creation of an employee leadership development program outline and recommendations for the formalization of a loosely defined group of employees who are referred to as the high-potential group (HI-PO). However, you report to a traditional, tenured, compliance-based HR director who is seeking a strong rationale and concrete recommendations.By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and assignment criteria:Analyze components of human capital models that align to human resource management strategy.
Evaluate how a strategic human resource perspective drives organizational success.
Examine how internal and external economic and demographic shifts change how human resource strategies respond to those changing conditions.
Communicate professionally with all stakeholders.
PreparationIf you have not already done so, view the Skittles: Leadership Development and High-Potential Employees interaction to learn more about this organization and its leadership.Assignment DescriptionBased on the course materials as well as your own research, use a template of your choice to create a training program outline and your HI-PO recommendations for Skittles that include the following:Evaluate the leadership development program selection criteria for Skittles. List the criteria, including necessary qualifications and the performance record the employee should have.
Assess the strengths and weaknesses of the leadership development program.
Assess the potential positive and negative impacts of the high-potential group program.
Discuss the course materials related to HR’s responsibilities conducted in an environment like SkittlesYour training program outline should be written coherently to support a central idea, in appropriate APA format, with correct grammar, usage, and mechanics as expected of a business professional.Assignment Requirements
Written communication: Demonstrate graduate-level writing skills through accurate communication of thoughts that convey the overall goals of the analysis and do not detract from the message.301828
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3 pages and the reference page is not included301828
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SkittlesLeadership Development and High Potential EmployeesIntroductionEmail 1Meeting with EvelynChatting with MattEmail 2ConclusionCreditsIntroductionStar is a 45-year-old company that specializes in the design
and manufacture of computer server components.You have been hired as the HR training and development team
leader. Right away, you get some important assignments. Your responsibilities
include creating an employee leadership program outline and making
recommendations for the formalization of a loosely defined group of employees
who are referred to as the high potential group (HI-PO).But as you begin to work with your team, you discover that
your take on your HR role might not be the same as the person you report to.After completing this activity, you should be able to:Analyze components of human capital models that align to
human resource management strategy.Evaluate how a strategic human resource perspective drives
organizational success.Examine how internal and external economic and demographic
shifts change how human resource strategies respond to those changing
conditions.EmailSkittles is a 45-year-old company that specializes in the
design and manufacture of computer server components. You are a new HR
professional who has been hired at Skittles to replace Wanda Stark, a
long-tenured HR director Your first task is to create a presentation for Fred
Barton, Stars founder, that addresses the organization’s succession planning
challenges and makes recommendations.It looks like you have email. You’ll want to read that now.Leadership dev and HI-POFrom: Evelyn UngerWelcome aboard! I’m so glad you were able to start so soon.
We’ve got some projects that we need to get off the ground fast, and that’s
where you come in.I know Kathleen told you that our first priorities at Skittles
are the leadership development program and, in tandem with that, the
high-potential group. I need an outline for the program and a set of
recommendations for how we’re going to identify that HI-PO group and what we’ll
do with them once they’re identified.Let’s get some time on the calendar to talk through what
I’ll be expecting.–EvelynMeeting with EvelynYour meeting with Evelyn about the leadership development
program and HI-PO group doesn’t go quite like you thought it would.Evelyn Unger – Human Resources ManagerQ: Okay, Evelyn, let’s start with the outline for the
leadership development program. I’m sure we’ll talk about who gets to
participate, but I wanted to start with development mechanisms. I think it
would be a good idea to start with a personality assessment and maybe an
aspirations instrument. I’m a certified Myers-Briggs facilitator, so…A: [Learner’s first name], I’m going to stop you right
there. I know there are plenty of people who embrace all that…well, the only
word I can think of is psychobabble. All I can tell you is that I’m not one of
them. I don’t want to see a lot of touchy-feely, ice-breaking,
let’s-get-in-touch-with-our-feelings activities. This program needs to be
concrete and successful. We need leaders who can lead, and that means actual leadership
skills. So whatever you’ve got prepared, I think you’d better take another look
at it and make sure you can tell me how each tool is actually going to
contribute to a stronger cadre of leaders at this company.Q: Okay, I’ll…I’ll do that. Based on that, perhaps we should
discuss the HI-PO group? There are some pretty important questions we’ll need
to resolve, starting with whether the employees we identify as high potential
will be told they’re high-potential, and whether others in the company will be
told. Obviously, whether we tell people or not, we’ll need to be careful to
take diversity and fairness into account.A: Well, of course we’ll need to tell them. The rest of the
company doesn’t have to know, but I can’t imagine why we wouldn’t tell the
high-potentials themselves. More important than what the rest of the employees
think is whether these high-potentials look the part. That’s the important
thing. I don’t want to get bogged down in political correctness.Chatting with MattAfter your meeting with Evelyn, you run into Matt Hayes,
director of staffing at Skittles.Matt Hayes – Director of StaffingQ: Hey, Matt, I just had a meeting with Evelyn and it was…A: Bloodcurdling?I was going to say interesting…Well, you’re new here, you’ll learn to use stronger
language. Let me guess, she had a lot to say and you didn’t get to finish too
many sentences?Q: Well, yes. And the things that mattered the most to me
were the ones she thought were either ridiculous or out of the question.A: We all went through that at first. She’s been here a long
time and she’s pretty convinced she knows it all. Don’t get me wrong, she’s
smart and she does know a lot. But she kind of has to get used to you before
it’s possible to reason with her.Email 2After your meeting with Evelyn, you run into Matt Hayes,
director of staffing at Skittles.DeadlinesFrom: Evelyn UngerIt’s been a few weeks and I know you’ve been meeting with
the people on your team and getting acclimated. But I want to start seeing the
results of your work on leadership development and the HI-PO group.Here’s what I’d like to see from you:I need a list of selection criteria for the leadership
development program. It should include the required qualifications and the
performance record the employee should have.I’d like you to develop an invitation to the program for the
HI-PO employees. They don’t have to do it, so that should be made clear.You’ll be part of the leadership development selection panel
with Fred Barton (our CEO), but you won’t be responsible for managing the
program.Can I get these items by the end of the week?–EvelynDraft a list of selection criteria for the leadership
development program. It should include the necessary qualifications and the
performance record the employees should have.Your response:This question has not been answered yet.Draft an invitation to the program for the HI-PO employees.
Remember to make it clear that participation is voluntary.Your response:This question has not been answered yet.
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