Management 303

INNOVATIVE​ ​HIGH ​ ​PERFORMANCE​ ​HR ​ ​PROGRAM​ ​TEAM​ ​DISCUSSION ​ ​AGENDA

1. INTRODUCTION A. Origin ​ ​of​ ​talent​ ​and ​ ​leadership ​ ​development

i.​ ​Social ​ ​Exchange ​ ​Theory​ ​-​ ​Organizations​ ​use ​ ​a ​ ​variety​ ​of​ ​HRM​ ​that​ ​creates ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​different​ ​forms​ ​of​ ​exchange ​ ​relationships

​ ​​ ​​ ​​ ​ ​​ ​​ ​B ​.​ ​Expensive ​ ​to ​ ​rehire ​ ​new ​ ​employees ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​i.​ ​Effective ​ ​HRM​ ​prevents​ ​employees​ ​from​ ​leaving

2. LITERATURE​ ​REVIEW A. Theoretical ​ ​Background:​ ​Effective ​ ​talent​ ​and ​ ​leadership ​ ​development​ ​programs​ ​create

affective ​ ​commitment​ ​and ​ ​intention ​ ​to ​ ​stay B. Research ​ ​Support:

1. Talent​ ​and ​ ​leadership ​ ​development​ ​enhances​ ​organizational ​ ​behavior 2. More ​ ​productive ​ ​and ​ ​effective ​ ​employees 3. Costly​ ​training ​ ​of​ ​replacement​ ​employees

​ ​​ ​​ ​​ ​​ ​​ ​3.​ ​​ ​PRELIMINARY​ ​HR ​ ​ACTIVITIES ​ ​​ ​​ ​​ ​​ ​​ ​A.​ ​Job​ ​analysis ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​a.Relationship ​ ​among ​ ​investment​ ​in ​ ​talent​ ​and ​ ​leadership ​ ​development ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​b.​ ​Affective ​ ​commitment ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​i.Intention ​ ​to ​ ​stay ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​ii.relationship ​ ​between ​ ​talent​ ​and ​ ​leadership ​ ​development ​ ​​ ​​ ​​ ​​ ​​ ​B.​ ​Needs ​ ​Assessment ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​a.​ ​investment​ ​of​ ​HRM​ ​practice ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​i.​ ​Human ​ ​capital ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​ii.Talent​ ​and ​ ​leadership ​ ​development​ ​practice ​ ​​ ​​ ​​ ​​ ​​ ​4.​ ​​ ​HR ​ ​PROGRAM

A. Program​ ​Content​ ​Specifics a. Team​ ​workshops

i. Assign ​ ​team​ ​projects​ ​and ​ ​the ​ ​winner​ ​with ​ ​best​ ​ideas​ ​gets​ ​to ​ ​go ​ ​to ​ ​a corporate ​ ​workshop ​ ​all ​ ​inclusive ​ ​at​ ​headquarters​ ​for​ ​further development

B. ​​ ​individual ​ ​passion ​ ​projects, C. ​​ ​tracking ​ ​performance, D. ​​ ​community​ ​events,

I.​ ​allow ​ ​members​ ​to ​ ​take ​ ​leadership ​ ​and ​ ​innovation ​ ​initiative.​ ​Recreational activities​ ​to ​ ​get​ ​people ​ ​interacting.​ ​Individual ​ ​and ​ ​team​ ​growth. E.​ ​​Easy​ ​to ​ ​transfer​ ​across​ ​departments

I.​ ​Easy​ ​to ​ ​transfer​ ​to ​ ​different​ ​departments​ ​according ​ ​to ​ ​changing ​ ​passion ​ ​with training. F.​ ​​Allow ​ ​anybody​ ​to ​ ​contribute ​ ​ideas​ ​during ​ ​meetings​ ​(Not​ ​just​ ​management)

B. Reliability​ ​and ​ ​Validity​ ​Concerns

b. HR ​ ​Program​ ​available ​ ​to ​ ​all ​ ​employees,​ ​not​ ​just​ ​high ​ ​potential ​ ​employees c. Multiple ​ ​chances​ ​and ​ ​opportunities​ ​for​ ​Program​ ​Content

i. Better​ ​understanding ​ ​of​ ​employee ​ ​consistency ii. Ability​ ​to ​ ​improve

​ ​​ ​​ ​​ ​​ ​​ ​5.​ ​​ ​ETHICAL​ ​PRACTICE​ ​CONSIDERATION

A. Organizational ​ ​culture ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​a.​ ​Paradigm​ ​shifts ​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​​ ​1.​ ​Competition ​ ​vs.​ ​Cooperation

​ ​​ ​​ ​2.​ ​Control ​ ​vs.​ ​​ ​Development ​ ​​ ​​ ​​ ​​ ​ ​B.​ ​ ​Egalitarianism

a. Entry​ ​level ​ ​(Equal ​ ​opportunity​ ​for​ ​everyone ​ ​across​ ​organization ​ ​to ​ ​improve) ​ ​​ ​​ ​​ ​​ ​​C. ​​ ​Reflection

a. Allows​ ​everyone ​ ​to ​ ​reflect​ ​on ​ ​themselves​ ​and ​ ​the ​ ​company​ ​as​ ​a ​ ​whole ​ ​​ ​​ ​​ ​​ ​​ ​6.​ ​PROGRAM​ ​EFFECTIVENESS ​ ​​ ​​ ​​ ​​ ​​ ​A.Cost/benefit​ ​Analysis

1. Compare ​ ​the ​ ​cost​ ​and ​ ​benefit. 2. How ​ ​long ​ ​and ​ ​how ​ ​much ​ ​they​ ​want​ ​to ​ ​spend ​ ​on ​ ​this​ ​survey? 3. Cost​ ​of​ ​sending ​ ​associates​ ​to ​ ​corporate ​ ​for​ ​training 4. Benefit​ ​of​ ​talent​ ​being ​ ​developed

​ ​​ ​​ ​​ ​​ ​​ ​B.Utility ​ ​Analysis 1. Why​ ​do ​ ​companies​ ​think​ ​this​ ​is​ ​worth ​ ​for​ ​them? 2. How ​ ​does​ ​this​ ​survey​ ​help ​ ​companies​ ​to ​ ​improve?

​ ​​ ​​ ​​ ​​ ​​ ​C.​ ​Program ​ ​evaluation 1. Is​ ​this​ ​survey​ ​good ​ ​for​ ​any​ ​companies? 2. The ​ ​positive ​ ​and ​ ​negative ​ ​affect.

​ ​​ ​​ ​​ ​​ ​​ ​7.​ ​CLASS​ ​FEEDBACK

We ​ ​expect​ ​authentic​ ​and ​ ​honest​ ​feedback​ ​to ​ ​better​ ​our​ ​HR ​ ​program.​ ​We ​ ​believe ​ ​that this​ ​is​ ​very​ ​constructive ​ ​for​ ​our​ ​team​ ​and ​ ​the ​ ​class.​ ​Thank​ ​you ​ ​for​ ​your​ ​sincerity. ​ ​​ ​​ ​​ ​​ ​​ ​8.​ ​CONCLUSION

We ​ ​found ​ ​a ​ ​positive ​ ​relationship ​ ​between ​ ​investment​ ​in ​ ​talent​ ​and ​ ​leadership development​ ​practices​ ​and ​ ​two ​ ​important​ ​outcomes,​ ​affective ​ ​commitment​ ​and ​ ​intention ​ ​to stay. ​ ​​ ​​ ​​ ​​ ​​ ​9.​ ​REFERENCES