You are the regional training manager of a subsidiary of a company that competes with Proctor and Gamble. One of the product managers, Manager Greg, has invited you to a meeting. Manager Greg has a unit with low morale, poor communications, and low engagement.
His group is composed of 20 project /product managers that develop new products for the organization. They just completed a leadership training program and it does not seem to have changed his organization. He does have about five high performing managers. He believes that a good employee development plan will improve the performance of his team. He would like to know what kind of development approaches he could use and what would you recommend that he implement - and why?© BrainMass Inc. brainmass.com October 17, 2018, 5:24 am ad1c9bdddf
A development plan is the process of determining goals for a person's career. Individuals submit a written copy of what the goals they wish to accomplish during the course of their career however for a team the manager is responsible for creating team activities to increase the trust factor as a team. The manager is responsible for assisting the individual/team in reaching that goal by providing training or other resources. This process will ultimately improve the individual or team's job performance and build confidence and management skills, which helps the manager as well. Development plans can either be set for an individual or a team.
I would suggest manager Greg to implement a team development plan since he has a total of 20 project/product managers. With ...
The solution provides steps on how to create a development plan for a team environment, each step is explained in terms of the caste study of Proctor and Gamble with reference.
prepare a presentation and a briefing paper about competency-based HR programs
You represent an HR consulting firm that's responding to an inquiry from the CEO of a medium-size software development company called Stentor. Your firm's Managing Partner has already had an informal meeting with Stentor's CEO and has learned the following:
Stentor has recently come to realize the importance of their human resources to their company's future success and have decided to do something to better integrate their HR organization into their business strategy. Stentor's senior Human Resources executive has informally discussed a competency-based approach to HR management as a means of strategically aligning the HR organization, but is admittedly not an expert on the subject and will need the help of a consulting firm to help "sell" the concept and help with its implementation.
As a preliminary activity to preparing a formal proposal, your firm has been asked to make a presentation to Stentor's top management team, explaining:
- What encompasses a competency-based approach to HR?
- How will such an approach strategically align the HR organization and facilitate the effective implementation of Stentor's business strategy?
- How can the development of a competency-based approach reveal Stentors core competencies? Once identified, how would the HR organization make use of the information about core competencies?
- How would a competency-based approach to HR likely impact Stentor's business performance, both short-term and long-term?
- How would a competency-based approach work and what would be the specific benefits in terms of:
Training and Development, Recruitment and Selection, Compensation and Performance Management and Workforce Planning and Deployment
In addition, develop a formal proposal for consulting services. This should be a written report that conveys the same basic information, but in more detail, as a "leave behind" for Stentor executives.
It should include the following:
- Executive Summary
- Background and Introduction
- Outlining a Competency-Based Approach to HR
- The Benefits of a Competency-Based Approach to HR for Stentor
- Recommended Next Steps for Stentor