Linchpin Position Case Study

Developing a recruitment and selection process with high standards is what will result in attaining personnel capable of amplifying excellence, which is the first step of the second principle, known as raising the bar. “Regardless of whether the company is large or small, hiring the best and brightest employees lays a strong foundation for excellence”

Broadhurst, J. (2012). Employee development is a great business opportunity. Human Resource Management International Digest, 20(6), 27-30. doi:http://dx.doi.org/10.1108/09670731211260861

As a core value of this organization, continuous process improvement is a leadership responsibility at every level in NAVAIR. That’s why, in the CPI track, participants will work side-by-side with master black belts on high-profile projects our senior leaders choose and fully support. Along the way, you’ll earn your own black belt certification. For leading and managing complex teams, the NLDP’s Management Leadership track focuses on executive core qualifications (ECQs) and extended rotational assignments, as well as Project Sponsor or Green Belt training.

Which Strengths Finder talents would you focus personal development activities on if you would pursue a management position or improve in your management current position?

While it is certainly important to acquire new talent for the organization, it is worthwhile investigating what talent is already available within the organization and if these can be used

In the case of individual and more senior roles, organisations will identify key roles and successors for these roles, focussing on providing the necessary experience, talent and development to ensure that they will succeed when reaching the senior management level in the future.

This committee is proposing a series of strategies to reduce turnover and bring in a motivating environment. One of the strategies we are proposing is the implementation of opportunities for development and growth. Some of the ways this strategy can be accomplished is by creating an individual development plan, providing performance metrics, providing opportunities outside of the job function, giving constructive feedback, removing barriers, linking to a professional network, outlaying resources and setting the example for employees to feel comfortable and have an open relationship with their manager and company. Managers need to sit down with the employee and discuss individual interests and career goals. This is a great way of bonding with

The topic I chose to research and discuss is the topic of recruiting and retaining the best employees. I chose this subject because I felt it was important for an employer trying to compete in this very competitive business environment, no matter what the business is, to be able not only hire the best and most qualified employees but retain them and keep them motivated. The ability to distinguish the difference between high performing employees and lower performing employees can be detrimental to a company’s success or failure. In retrospect, this goes back to recruiting and retaining the best employees while avoiding and being able to let go of those of a weaker caliber. Before an organization can thrive in recruitment and retention,

Companies should also identify early on the talented individuals who can be developed for advancement.

An assessment center is “a variety of testing techniques designed to allow candidates [or current employees] to demonstrate, under standardized conditions, the skills and abilities that are most essential for success in a given job” (qtd. in Coleman 3). Typical assessment center techniques include tests, structured interviews, in-basket exercises, leaderless group discussions, role plays, case studies, presentations, and writing samples (Campion 2014). The results of these techniques can be used for multiple human resource functions, including selection, placement, promotion, development, identifying early managerial talent, and managing succession (Gaugler et al. 493, Thornton III and Byham 3, Spychalski et al. 71). In addition, assessment centers can help organizations detect organizational deficiencies, inefficient procedures, and training deficiencies (Hale 18). The versatile nature of assessment centers makes them a beneficial tool for human resource management.

The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.

Jusko, J. (2012). How to Develop High-Potential Employees. Industry Week/IW, 261(9), 26-29. Retrieved from http://www.industryweek.com/

A benefit to looking for employees with these skills is that they provide a good human asset base for succession planning.

Competence, not “who you know,” should be the basis for all decisions made in hiring, job assignments, and promotions in order to foster ability and merit as the primary characteristics of a bureaucratic organization.

With the acquiring of quality employees comes the assessment and development of Human Resources. Having the right people for the job is just selecting the right people to