ffAnalytical Project
Developing a Leadership Development Training Plan
Assessment:
The assessment will be conducted in light with the Rubric Model. In this model, we will assess by distinguishing the existing HRD gaps from the systemic gaps and we will anticipate the needs of HRD based on the organizational strategies and the needs of HRD due to the changes in the current circumstances of the business.
Strategic Analysis:
The first issue is regarding the increase in employees’ turnover. Maersk has mostly relied on the trainees who then become part of the organization and spend their careers at Maersk however,due to the increase competition in the labor market the trend has changed and employees are more willing to switch as compared to before.
The hiring of trainees is mostly after they finish their initial education and most of them apply to every trainee program that is being offered without knowing even if they fit there, but as soon as they realize that they are not fit for the organization then they switch which leads to increased turnover. This is not only a problem for Maersk but for most conglomerates.
The training and development programs provided to trainees by Maersk are very extensive however,they are failing to retain the employees like they used to before and most well trained employees are attracted other companies who are benefiting from the training and development programs conducted by the company.
The workforce of Maersk has changed with the company; the bigger size and diversification of the business have changed the requirements of the company.The talent has become increasingly mobile with employees switching between the jobs easily. The traditional culture which has dominated the company has also changed when employees used to spend their entire career at one company.
In the current development program, the operational responsibilities have been delegated to the business unit levels and the main focus of HR is on the selected areas, which include getting the right people for the right jobs at the right time for the 1000 top employees. Other main areas of focus include the leadership management and the differentiation in terms of rewards and performance.
Task Analysis:
The five main processes to manage the talents implemented are attracting the right people, not only the high school students as trainees, but also the experienced individuals.This is the responsibility of the Business Units HR departments.
The task of identifying future leaders is done through a process called People Strategy Segment in which the board members and the HR head discuss and review the performances of the employees and their capability of satisfying the major needs of the company in long term.
The process involves identifying the individuals who are high performers, successful and less successful.This process has the ability to ignore the capabilities that a leader requires, and a high performer is not always the best leader of the firm. The selection criteria for selecting leaders are to identify and evaluate if the best people are working on the most important positions. If any internal employee is not capable to lead the firm, the outsiders are considered.
Person Analysis:
The PSS is also integrated in the compensation systems for the senior leaders, and ratings given in the PSS allow the firm to give bonus.The bonus is based on the business unit and personal performance of the leader. The training process is also based on separate individuals and the needs of the company.Also,training and development also considers the experienced employees rather than just focusing on the trainees.
The new strategy to deploy the leaders included the consideration of both the internal best performing employees and any external individual who is better than the working individuals in the company. However, hiring an experienced individual from outside the company means more training for the individual because of low knowledge of the culture and the operations of the company.
Measuring the performance by setting different objectives has helped employees by focusing more on their work, which has the tendency to improve the performance of the company because it has put more responsibility on the employees.ADDIE Model Research Paper Case Solution
Design:
Purpose:
The main purpose of training and development of the employees is to improve the quality of the workforce, enhancing the growth of employees to fill the senior position when they are vacant, preventing the obsolescence, diversifying the labor, assisting the employees either experienced or trainees and bridging the gap between planning and implementation. (Champion)....................
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EVOLUTION
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