Talent Management

$12.00

You work in the Human Resource Department of an electric power company in the southwestern region of the U.S. The company was founded in 1940 and has an excellent reputation as a provider of electricity as well as an outstanding corporate citizen and an excellent place to work. It has been ranked among the top three employers in the community for several years.

Its mission is to serve customer’s needs for electric power in ways that provide exceptional value to all stakeholders including customers, shareholders, employees and the communities in which it operates.

Its values include providing a safe work environment; fairness and respect for customers, employees, shareholders and partners; honoring commitments to use resources wisely; providing a high quality of work life for its employees; striving for excellence and having fun.

Given its long history, many of its current employees are children and in some cases grandchildren of former employees so there are close family ties to the company as well as a sense of loyalty.

However, technological advancements in the power generation business over the years have resulted in jobs being either redesigned or eliminated. For example, in the past, the company had many employees who read meters which showed the amount of electricity used by households. Meter readers traveled from house to house each month to log the information for billing purposes. Now meters are read automatically and data is transferred to the billing department via computer. This technological advancement eliminated the need for many employees who were required to resign, be laid off, or be retrained for other positions in the company.

The company faces a challenge as it strives to maintain its reputation as an excellent employer in the community and yet advantage advances in technology which help it increase efficiency and remain competitive.

From your earlier report in Module 3, you now have a plan to determine what human resources the company needs to achieve it strategic goals and what human resources it currently has available. You now must determine which employees to retain, which employees to lay off, and which employees to retrain.

Directions:

Develop a 4-6 page pre-plan document that can be used in a discussion with senior HR staff to decide how to create a plan to transform the workforce into an efficient group of motivated employees with the right skill-sets necessary for the company to meet and exceed expectations of its stakeholders. Keep in mind that you are expected to clearly explain how you would create the plan, but do not create the plan itself.

Make sure your document completes the following:
•Design an approach process that explains what steps are needed in order to develop a workforce efficiency plan. Keep in mind that maximizing efficiency requires downsizing, retaining, and/or retraining workforce. .
•Explain how technological advancements in the industry influence the development of a workforce efficiency plan.
•For the employees retained, propose a process to help the company determine which career development opportunities to approve and include in the budget.
•For employees laid off, propose a process to help the company terminate those employees.
•For employees who need retraining, propose a process to help the company determine what retraining the employees need and how they will be retrained. Explain how this relates to the budget.
•Identify other factors, besides budgets, needed for consideration in making all these decisions.

Make sure you write in a clear, concise, and organized manner; demonstrate ethical scholarship in accurate representation and attribution of sources; display accurate spelling, grammar, and punctuation.

Description

A highly efficient work is a source of competitive advantage for organizations. An efficient workforce that has the right skills and well motivated, has been considered more important than other assets as a source of competitive advantages. However, an efficient workforce results from a concerted efforts aimed at addressing competitive issues of the workforce including the level of skills, attitude, motivation, and others.  Therefore, a workforce transformation plan is an essential tool for any organization aiming at having an efficient workforce.

Workforce development is a process and not a one day activity.  It is as a result of concerted efforts that transform the organization into a learning organization where workers value everyday learning. More important, workforce transformation should not be seen as a one time activity but a continuous process that use different approaches.   There are a number of important approaches that can be used by the company to transform its workforce into a competitive one as discussed below: