Company is at break-even point. Rank from best to worse options Talent Managemen

ID: 470416 • Letter: C

Question

Company is at break-even point. Rank from best to worse options

Talent Management Talent management processes make the most of eGS's work force by preparing them for future responsibilities. Developmental activities include on-the ob learning as well as more formalized learning programs nternal promotions serve to enhance employee satisfaction, motivation and loyalty to an organization because employees perceive that hard work, good results, collaborative problem solving, and creativity are rewarded with advancement opportunities Option 1 Cost: $0.00 No Talent Management options Option 2 Cost: $60,000.00 A succession planning process ensures that talent management is continuous. The process requires an organization to determine a critical learning path for each executive position, identify high potential ("hi po candidates, and plan how they can accomplish the critical learning path Without this, development of managerial talent is haphazard Option 3 Cost: $40,000.00 A job rotation process permits learning-by-doing across different positions in order to develop managerial talent and is the most common method used by organizations Option 4 Cost: $25,000.00 A systematic job posting and selection process for transfers and promotions ensures fairness and performance-related decisions about employees' job changes Option 5 Cost: $10,000.00 Focus on cutting costs by using a "survival of the fittes approach for people who just received a promotion. Instead of an expensive support process for those newly promoted, let them adjust to the new position on their own with a brief handbook of FAQs. After all, if they had sufficient KSAs to receive the promotion, they ought to be able to figure it out Option 6 Cost: $85,000.00 Research has found that providing management development for 80 percent of managers is the point of diminishing return. This assures that increasing management skill is dispersed throughout the organization while remaining as cost effective as possible. Developing 100 percent will be more expensive but won't require messy conversations with those not included Option 7 Cost: $35,000.00 Research has found providing management development for at least 20 percent of staff is the point of diminishing return. Since staff members in Bands 3 and 2 may have lower potential for management anyway, maybe it makes sense to only train 10 percent Option 8 Cost: $50,000.00 Develop an externship program for employees with solid career records at eGS who want to use and develop their skills in a different setting. The externship program could allow these eGS employees four hours each week to work on projects with local or web-based not-for-profit organizations. In addition to the talent management advantages, this is also consistent with eGS's commitment to social responsibility as part of the triple-bottom-line profitability. It could be especially valuable for employees whose careers have plateaued in recent years Option 9 Cost: $25,000.00 Take advantage of the money being spent on talent management and hire only internally for Bands 1 and 2

Explanation / Answer

Option

Rank ( 1= worst option, 9 = Best option)

Reasons

Option 1

Putting no talent management in place is not advisable for the motivation and efficiency of employee.

Option 2

Continuous talent management system with emphasis on critical learning paths motivates the employees to achieve their best potential.

Option 3

Learning by doing and facing real life challenges might prove very fruitful but is very time consuming for the employee. Also, it does not prevent mistakes beforehand.

Option 4

Systematic and professional way of transfers and promotions improves the motivation and performance by imposing transparency and clear responsibility.

Option 5

Survival of the fittest approach might induce fear in employees mind and they will start hiding the facts which is very detrimental for any organization.

Option 6

This is a good way to provide the opportunity to every person but might not be cost effective.

Option 7

Even though it is supported by empirical studies, but providing the training to only 10% of the people is demotivatior for the people who are left out from the program.

Option 8

An externship program is very effective system which will not only hone up the employee’s skills but will give him a sense of direction in terms of career planning.

Option 9

This seems like an option which will reduce the workforce diversity. This will transform in limited learning opportunities from internal sources only.