Organizations need to have a pool of managerial talent to take on jobs from seni

Question

Organizations need to have a pool of managerial talent to take on jobs from senior managers and new management jobs that may be created. One way is to hire from outside, another way is to "grow your own manager talent pool" from within.

Create a 700 to 1050 word recommendation that describes how you will grow the manager talent pool at your organization.

How will you select candidates for your manager development program? For example: select from existing staff or hire them in? How would you assess their potential so you know who to pick? For example: interviews, tests. What might you need to do so that you consider all potential candidates and do not unfairly discrimminate?

How would you develop these candidates and over what time period? What different jobs/experiences should they have so that at the end of say 2-3 years they are ready for a management slot? What formal training might they need?

So after all the training and job experience, how will you assess who is ready to move up to the position of manager? Again, consider how you would make sure you individuals are chosen fairly and objectively.

What support should be provided to new managers to ensure their success?

Explanation / Answer

It is clear that there is need for consideration of the managerial talent which is an entire role and responsibility of the HR management in the context of ensuring an organization retains its employees and ensuring effectiveness through competition which is an organization strategy to effectively compete in the market.

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Selecting candidates for a managerial development program

The main consideration that in selecting various candidates existing in the organization for the managerial development programs includes;

The process will involve internal selection in the context that the process is less costly as compared with external hiring where the process is costly due to lack of experience based on our organizational operations which will require more resources to integrate employees with our organizational operations. In this regards, to this angle the main assessment considerations will be based on;

Past performance of potential candidate for the managerial development program in the context that the candidate should be among the top performers in the organization operations. This is in regards that if the current performance of an employee is poor this has great prediction for the future managerial position.

The potential of the candidate which will be based on considerations such as current performance by the employee, lateral potential in that an employee is able to move into other positions at the same level, potential of an employee to supervise and relate with other employees and high potential based on that the employee can be promoted to the managerial position within 1 year or making multiple move upwards in the next couple of years.

There will also be consideration of the requisite knowledge and ability through clearly outlining the knowledge and skills required to hold a managerial position purely based on merits of education level, training history, experience and job knowledge.

Evaluation of the employee desire and ability to learn that is ideal candidate through exhibiting openness to learn and change their behavior over time.

This is through able to receive constructive feedback and coaching which is vital to grow their skills.

Considerations of the employee level of motivation and aligned personal interests with that of the organization. This is through exhibiting that they are satisfied with their current positions and achievements which would be aligned in serving the mission of the organization and being mindful of other employees’ motives and interests.ERC (2017).

Finally I would consider the level of respect as perceived by other employees and courage of the employees to be chosen to engage in the managerial training program.

This is through their capabilities showing a positive relationship with other employees and team work that other employees respect and trust. Courageous must be exhibited in scope of the employee able to take risks, thinking outside the box, overcoming various obstacles and capabilities of challenging other employees to push and develop themselves.

In this regards to these considerations it is evident that any form of discrimination is nullified in choosing the right employees to be trained for the managerial development program.

How to develop the chosen employees

            The main scopes in which the chosen employees will be developed include;

            Professional growth where each assignment will be based on increasing the employees’ responsibilities that will enhance their careers.

This is through periodic evaluation in the context of receiving performance progress updates during each rotational assignment. This is where the formal feedback between the employee and the manager will be facilitated.

The set timeline is six months period where the training program will focus on meeting the set rotational set goals and objectives.

At three month period the development will evaluate and review the chosen employees’ progress with the set objective and goals.

At the end of the training period it is clear that there will be a discussion between the manager and the trained employees to evaluate the final accomplishments and identity of the future learning opportunities.

The main experiences that the trained employees should includes capabilities based on planning that is the ability of an employee to complete various projects with specified time. This is through capabilities of managing various tasks and workers ahead of the set timelines to bring various tasks into fruition.Suttle (2012).

The trained managers, must exhibit capabilities in schedule which involves allocating a time period for specific tasks or workloads through effectively assigning these tasks to various employees. Thus the trained managers must be able to schedule dates for specific projects to be completed.

The trained managers will also be effectively be measured through context of coordinating resources this is through knowing how to coordinate resources both at the internal and external resources. The must also exhibit how to manage internal resources through scopes of conducting surveys, analyzing data, writing reports and delivering the table data.

Finally the trained managers must be able to exhibit capabilities of meeting deadlines and time management through using their time effectively.

In these regards then the formal training that the employees will require formal training based on;

Concept of time in regards with time management this through scope of measuring time precisely in a more flexible and casual dimension to achieve the goals of an organization.

Managing organizational cultures in regards with the fact that that the organization is diverse and dynamic thus requiring effective relations and management of various cultures.

Management of styles and patterns of communication in the context of ensuring that each and every employee needs are handled to make a contribution to the organizational operations.

There is also formal need to train on based self identity/orientation in the context of meeting individual needs and that of others.

There is also need to formally train new managers on the basis of managing and dealing with organizational conflict considering the consequences and effects of conflicts in effective operations of the organization.hrcouncil.ca. (2017).

Assessing readiness to manager position

            The evaluation process will entail scopes of;

The credibility of the selected manager will in regards with evaluate scope of the current performance of the various position the trained employees have been delegated.

            This is through considering their efficiency in managing resources, time management and achievements of the conflict resolution operations.

            It is also clear that the organizational mandate and democracy will be used to elect the manger from the trained team this is through evaluation of scopes of gender balance to nullify the scope of discrimination.

            The other consideration that will be used to consider the acquisition of the managerial position is the evaluation of the education credibility and transparency of holding an office based on merits of transparency and fairness in the workplace operations.

            Finally education level will be vital to attain the managerial position through considerations of the decision making capabilities and ability to effectively commit and propel the organization goals and mission through designing of strategies and implementing policies.

            The process will be fair and credible to ensure all the employees trained are evaluated against the laid parameters to ensure a credible process that offers chances to all stakeholders to eliminate any workplace discrimination.

Support system

            The major support system that would be facilitated by the company in the context of ensuring their success in various roles and responsibilities unto them includes;

            Close monitoring and supervision in their operations to ensure that they are able to delegate their work with efficiency and credibility which is an essential element of operations.

            There will be constant training and development programs in the context of ensuring that they are able to meet various organizational changes and any challenges that may be attributes by their work.

            Finally it is also clear that the organization will at all level involve new managers in any undertaking and decision making process that is vital for the organization process to ensure that they are able to learn and adapt their new positions operations.

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