Where Are Our High Potential Leaders?
A large international company recognized the importance of developing future leaders. However with over 15,000 employees based throughout North America, Europe, Asia and developing Third World countries it was impossible and expensive for the British based headquarters to identify and track all high potential employees. In the past this has not been a problem because leadership roles went almost exclusively to the “Brits”.
It recently became apparent that to truly succeed in the global economy their corporate leaders would have to be drawn from a global pool.
The planning process they used was based on replacement charts completed by local management. A simple, standard rating system was used that indicated readiness for promotion – within a year/within 3 years, and an indication of potential achievement levels i.e. job level, executive, director. Among the problems with this system was the fact that operations in each country varied in size and complexity. How could one assess the person potential for President of a small operation such as Turkey versus larger operation such as Germany – two very different scenarios.
In addition the “Anglo-centric” approach dictated that all serious high potential individuals required a minimum two year job rotation to headquarters operations in the U.K. Job rotations were exciting and, in most cases valuable, but extraordinarily expensive and disruptive to both the home operations and to the families of the individuals. Poor assessment of an individual’s potential or lack of opportunity to advance at the end of the rotation wee very costly, making the process increasingly prohibitive.
It was very apparent that to succeed on an international basis the selection and development of the talent pool had to be broadened and alternative means of development identified.
How would a competency-based approach help with this situation?
Suggest alternative development methods and explain your reasoning for selecting them.
The question belongs to Human Resources Management and it discusses about competency based approach in a multinational corporation which wants to increase its leadership roles.
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