BHR4601 Columbia Southern Succession Management General Electric Discussion

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User Generated

User

Orireyl84

Subject

Business Finance

Course

BHR4601

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Columbia Southern University

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Instructions

For this assignment, complete the case study titled, “Succession Management at General Electric” located on page 301 in Chapter 10 of your textbook. Read the case study and answer the three questions that follow. Explain your responses using what you learned through this unit.

Answer all three questions in one Word document. Your entire case study should be a minimum of two pages in length and use APA style.

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gement to portunities Chapter 10 . Assessing Internal Candidates 301 CASE STUDY clude skills ce reviews, ssments. e two types 1. وو the career y align its needs. The ences, and current and y's human atches are y the gaps opportuni- SUCCESSION MANAGEMENT AT GENERAL ELECTRIC86 General Electric (GE) is widely recognized for its leadership talent and its succession management system. One of the best process that provides managers with much-needed experience examples of succession management is how GE's former and exposure to certain elements of the business. This has allowed CEO Jack Welch shaped and elevated the company's phi- GE to build a management team that is very knowledgeable and experienced. Performance management and leadership assess- losophy, practice, and reputation for developing leaders. In a ments help to identify future leadership talent, and a comprehen- speech, Welch stated, “From now on, choosing my successor sive leadership development plan helps prepare these people for is the most important decision I'll make.” GE's commitment what they need to be ready for the next level. GE's employee to developing leaders from within has yielded positive results management system tracks individual employees' progress and for both the company's employees and for GE. In fact, the regular organizational succession reviews help to keep the talent program has been so successful that it's been widely emulated pipeline full. GE also makes it one of its business leaders' top by other global organizations. goals to help their people grow and move them along their career Measuring and developing talent lies at the forefront of paths. In addition to business results, leaders are also expected to GE's business strategy discussions. GE's operating system, hit employee growth and development targets. referred to as its “learning culture in action,” entails year- Questions round learning sessions in which leaders from GE and outside 1. Do you think that GE's approach to succession manage- companies share best practices with one another and generate ment would work for all organizations? Why or why not? ideas for new practices. Every GE business is responsible for 2. What are some possible disadvantages of moving people having succession plans for key leadership roles. to new jobs every two to three years? GE's succession management system is fairly simple. GE man- 3. Why does GE's succession management approach work agers and executives are moved from job to job every two to three years, and each job change or promotion is a well-thought-out 5, business at gap. should be s business so well? are, how commit to Semester-Long Active Learning Project your chosen position. If the job you chose is not staffed internally, an internal assessment strategy for evaluating employees for Develop create an employee assessment plan to evaluate employees already in the position in the event downsizing becomes necessary. nent with
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Running head: SUCCESSION MANAGEMENT AT GENERAL ELECTRIC

Succession Management at General Electric
Name of the Student
Name of the Affiliate Institution
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SUCCESSION MANAGEMENT AT GENERAL ELECTRIC

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According to my own opinion, GE’s approach to succession management would work
for all organizations. This is because it is a simple approach and can easily be adopted by
other organizations. When the managers are moved from one place to another they are able to
learn the organizational culture practiced by the other GE branches. In business, every branch
must have their own cultural organization that makes them unique as compared to the other
firms. If other organizations will adapt this approach, managers will be able to handle
different types of employees without any issues. Apart from the managers having time ...