In the CapraTek: Succession Planning simulation, identify the three best candidates for the plant manager position, interview each candidate, and select your top choice. Create a career development plan for the selected candidate.
For this assessment, you will use the CapraTek: Succession Planning simulation. Using this simulation, featuring a fictitious technology organization, requires you to make decisions about the best candidates for a plant manager position, to interview the candidates, and to select your top candidate in order to create a career development plan.
Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.
By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:
· Competency 1: Assess an organization’s strategic plan for training.
. Analyze how succession planning supports an organization’s strategic training plan.
· Competency 5: Identify effective organizational processes and roles for employee development.
. Articulate why candidates were selected to be interviewed.
. Develop a career development plan for the chosen candidate.
. Analyze the selection of a candidate to hire for a position.
. Summarize organizational processes needed to support this career development plan.
Personal and Professional Goals
Employees have personal and professional needs. Each employee is an individual who wants to understand who he or she is, to define his or her own professional goals, and to devise a plan for how to achieve these identified goals. It is your responsibility, as a training professional, to assist employees in meeting both their professional and personal goals. Ideally, the employee development system will allow employees to see how their personal goals align with organizational goals. Furthermore, it will set expectations for employees’ continued growth within the organization and provide feedback on their progress toward professional and personal goals. For example, an increasingly popular and important method of employee assessment is the 360-degree feedback method. This assessment tool is a multisource assessment that provides the employee with a chance to receive multi-rater feedback from peers, managers, and other coworkers and sources that work directly with the individual, along with a self-evaluation. The results of this assessment assist the employee with identifying and understanding areas for improvement.
An organization’s most valuable resource is its employees. An organization that invests time, money, and human resources in caring for the well-being of employees should receive a return of appreciation that shows through longevity, continued contribution, performance improvement, and ROI. Career management is an important issue for organizations that hope to maintain growth for both the organization and employees. As our world changes, so does the need for the organization to maintain pace with advancements in technology and processes. Organizations must constantly look to the future and anticipate human capital needs. Similarly, employees should be encouraged to think about their own long-term goals and how the organization can help them achieve these goals. A solid career management process will meet both the organization’s and employee’s needs.
To develop employees for longer-term, continual growth with an organization, this assessment introduces succession planning and developing a career management plan.
Questions to consider
As you work to complete this assessment, you may find it helpful to consider the questions below. You are encouraged to discuss them with a fellow learner, a work associate, an interested friend, or a member of the business community, in order to deepen your understanding of the topics.
· What are the important elements that an organization’s plan should have in place for successful employee and career path development?
The following resource is required to complete the assessment.
Click the link provided below to complete the following simulation activity:
The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.
The following resources are provided for you in the Capella University Library and are linked directly in this course.
· Bennett, B. (2003). Job rotation. Training Strategies for Tomorrow, 17(4), 7.
· Garvey, B., & Alred, G. (2000). Developing mentors. Career Development International, 5(4), 216–222.
· Gray, D. (2014). Succession planning 101. Professional Safety, 59(3), 35.
· Hall, D. T. (2004). The protean career: A quarter-century journey. Journal of Vocational Behavior, 65(1), 1–13.
· O’Neil, J., & Marsick, V. J. (2009). Peer mentoring and action learning. Adult Learning, 20(1/2), 19–24.
· Management development methods: How to get the right balance. (2008). Development and Learning in Organizations, 22(6), 29–31.
Course Library Guide
A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP4047 – Employee Training and Development Library Guide to help direct your research.
The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.
· Blanchard, N. P., & Thacker, J. (2013). Effective training (5th ed.). Upper Saddle River, NJ: Prentice Hall.
. Chapter 11
Complete the CapraTek: Succession Planning simulation activity. Be sure to download your activity log results after completing this simulation; you will use them in this assessment.
For this assessment, complete the following:
· Analyze how succession planning supports an organization’s strategic training plan.
· Articulate why candidates were selected to be interviewed.
· Develop a career development plan for the chosen candidate.
· Analyze the selection of a candidate to hire for a position.
· Summarize organizational processes needed to support this career development plan.
· Written communication: Written communication is in a professional style with correct grammar, usage, and mechanics.
· APA formatting: Resources and citations are formatted according to current APA style.
· Headings: Incorporate level headings according to current APA style.
· Length: A typical response will be 5–6 typed, double-spaced pages.
· Font and font size: Times New Roman, 12 point.
· References: Use at least two references.