Duke Energy And Succession Planning

Previously, the unexpected loss of an experienced leader without a timely replacement was extremely effecting the department. And just as Fibuch & Way (2012) suggested, the best solution to reduce those challenges is to cross-trained qualified employees within the organization for leadership roles. It is important also for organization to recognize and view their existing skill sets in terms of their future operations. Consequently, succession planning should be an essential element of organization's strategic

James developed an interest in electrical power and in 1905, he founded the company that is known today as Duke Energy. The purpose of the company was to provide electricity for multiple states. Today it is still an actual company located in Charlotte, North Carolina. Duke’s interest in electrical power also showed when he founded the Piedmont and Northern Railway, which provided operating electric railways going through the Carolinas. Unfortunately, after all of this success, James’s father and business partner

This involved building a new transmission line, refurbishing of the oldest generating plant, improving operating efficiency at all plants, and buying a majority share in a coal burning plant owned by a utility based in Georgia. By 1994 operating efficiency had improved dramatically; nuclear plant availability had risen to 83% (industry average: 70%), and fossil fuel plant availability risen to 89% (Industry average: 83%).

for approximately 20 years.7 Once hydraulic fracturing was commercialized, independent gas companies quickly pursued the opportunity. Today, nine companies compete for shale gas production in the U.S., and the major oil companies have moved more slowly since the smaller firms were the originators of fracking technologies.8 Hydraulically fracked wells in the U.S. today total over 500,000 and continue to grow rapidly.9 Another key factor which allowed rapid shale gas development is that U.S. law provides that landowners also own the natural minerals under their property, which enabled shale gas developers to lease land for drilling directly from homeowners (in most other countries, the government owns minerals found under properties). Future success with clean energy will require collaboration between the U.S. Government and industry, and our leaders must commit to advancing this agenda in parallel with the continued development of U.S. shale resources.

The problem is Quilcene Fire Rescue does not have any type of succession plan in effect and is ill prepared to deal with the career chief exiting the organization on short notice. There is not a familiar rank structure with qualified individuals holding positions throughout the organization that are available to move up in the organization and occupy the fire chief position. The purpose of this applied research is to identify the mechanisms that would need to be put into place to institute an informal or formal succession plan for Quilcene Fire Rescue.

In 1980, Northern Natural Gas Company changed its name to InterNorth, Inc in which over the next few years the company management extended the scope of the company’s operations. InterNorth invested in oil exploration, chemicals, coal mining and fuel-trading operating but the company’s focus always remained the natural gas industry where it tried so hard to dominate in its industry. In 1985, InterNorth purchased Houston Natural Gas Company for 2.3 billion allowing them to achieve their long sought goal of becoming the largest natural gas company in the United States. In 1986, InterNorth went through its last

The Alternative energy industry in the United States has been at a steady rate of growth for the past decade, however there is still controversy over the use of renewable energies, their impact on the economy, and their impact on the environment. As controversial as the topic is, the argument boils down to a moral need to support environmental regulations, and an economical need to sustain domestic growth in the Energy industry of the United States. Mainly, the question is can alternative energy effective replace fossil fuels? There are of course arguments for both sides of this question.

Duke Energy is a natural monopoly. So, they don’t have much competition. The prices that utilities charge consumers are regulated by the government, which is called the rate of return. A Rate of Return is a form of price setting regulation where governments determine the fair price which is allowed to be charged by a monopoly(Investopia). The government does this to stabilize the interests for consumers and the utility companies by making sure that rates are high enough to deliver dependable services to consumers and to offer a adequate return on capital for Duke Energy and it’s industry peers. Subsequently, the rates are not so high that the consumers can’t afford the prices and ends up being unlawful.

Husky Energy Inc. is a company that produces several different forms of energy but most specifically known for their crude oil work. They do work with natural gas and several different kinds of oil (Warnock, 1). They are well known for their gas and diesel sales as the “Husky” or “Husky Truck Stop” gas bars. They began as a small oil refinery back in 1938 out of Cody, Wyoming, U.S (History). Their growth began slowly, but 1970’s, they had grown nationally, were able to be sold on the stock market in North America, and exceeded 1 billion dollars in value (History). Natural gas is becoming a huge player in the Husky Energy Inc. plan as they have natural gas asset “Liwan” valued at 6.5 billion split at 49/51 with China’s CNOOC Ltd. (Catteneo). The relationship between CNOOC has been going on for many years thanks to their current owner.

Hydraulic fracturing otherwise known as fracking has flooded the market with cheap and reliable natural gas to the exportation and power production markets all while being limited by logistics. Emspak, J. (2014, August 12) shows that natural gas production by fracking has expanded gas production by 32 times the amount in 2008. This lowered the cost 40% over that span of time. The demand for clean cost efficient power production shifted production from coal fired to natural gas plants. From 20015-20017 about nine thousand natural gas power plants were built says the U.S. Energy Information Administration. (2017). This correlates to about one half of a million more megawatts of

Formal succession planning should be a systematic approach in preparing lower level employees to handle the responsibilities of the senior management in the forthcoming years. It helps to identify the capable employees who have the potential to fulfil these critical roles in the hierarchy.

Our society today is ever more dependent upon electricity in all aspects of life. Keeping the power infrastructure throughout the United States secure and functioning properly should be considered a high priority for both private sector and government. Lacking properly functioning power caused by an outage has widespread impact not just on common conveniences being unavailable but also on critical areas such as emergency services, transportation, water distribution, communication and food production and storage.

Most of the natural gas transportation in the USA is done through 305,000 miles of transmission pipelines. Existing LNG degasification facilities allow for limited international trade of LNG (Table 2). Due to free market pricing when natural gas cost less in summer period, gas-storing facilities are widespread over the country including more than 400 underground storages and 113 LNG peaking facilities (EIA, 2008).

Succession planning is an area within the City where HR is acting as a strategic partner. Currently, HR is looking at the overall needs of the City and how it will change in the next 5 to 10 due to retirement. HR identifies positions and staff and has made suggestions for training and development. Other positions are being re-evaluated to determine need and future requirements. Decisions such as consolidating roles into one position or splitting one position into two are determined by the suitability of existing candidates. HR evaluates the existing talent and provides strategies to develop it, such as mentoring. HR also has to convince the City to support the expense of cultivating staff rather than hiring staff with those skills already in place. The high costs of recruiting versus the costs of educating and training proven staff with leadership qualities have helped to build and communicate a strong

During this portion of the case study I will try to define the current connection between organizational strategy and HR activities at The King Company. The current relationship between the King Company and Staff departments lacks structure, trustworthiness, and leadership. This is evident by reviewing the e-mails, lack of professionalism, and unfortunate management. Throughout module one we have learned strategically planning and ensuring human resources is a part of the plan from the beginning to execution phase. Old school drill meant leaders making the plan and making it happen without any involvement from human resources. Human resources primary function was to hire new employees, process paperwork, and oversee finance operations. With modern