Employee Development & Talent Management

Ans. 1
Introduction:
Businesses that do well make sure their employees have the tools and skills they need to do their
jobs well by giving them enough time and money to do so. Because of this, employee
engagement, efficiency, and new ideas all go up. There are a lot of different ways that companies
improve the talents, skills, and abilities of their employees so that they can reach their goals.
Companies usually give their employees three ways to grow and move up in their careers: job
rotation, transfers, and adding new responsibilities to current ones. In addition, it helps the group
do better.

When figuring out how to give workers more freedom, the pros and cons of career advancement,
job rotation, and transfers are taken into account. One way to reach this goal is to look at real-life
case studies and figure out what went wrong. We look into in detail the ways that these
approaches can help build teams, advance career development, and learn new skills on the job.
When moving, trying to get a raise, or switching jobs, there are a few things you should keep in
mind. In the end, the study gives ideas for how to make personnel development programmes
more effective and how to deal with problems that might come up. When companies understand
these tactics, they can encourage their employees to learn and grow. In today's busy business
world, this makes you stand out as an excellent employee.

Every day, companies give their employees more freedom by doing things like transferring
employees, promoting them, and rotating them. The organization's productivity and human
resource growth are affected by the pros and cons of each method. Every single one of these
options will be carefully looked at in light of the case study, and any worries will be properly
thought through.

Concept and Application

The following jobs become open:

When someone's current job gets bigger, they take on more tasks and duties. This is called job
expansion. The goal of this approach is to make employees smarter and better at their jobs while
also making them more motivated and happy at work.

While working on math problems at Zenith Corp., Tushar was in charge of distributing
advertising materials. Tushar had more opportunities to move up and be successful, which came
with more duties. He moved up in his career and made important contributions to the company
by using his creative and critical thinking skills.

The following are advantages:

Employees can move up in their jobs and learn new skills when they are given a range of tasks to
do.

According to research, workers who are more involved and involved in their work may be
happier with their jobs and be more motivated.

Giving workers the freedom to switch jobs when they need to improves their ability to adapt and
respond to changing circumstances.

Not so good:
An individual who is unable to handle the extra work and stress that comes with complexity may
feel tired and worried.

It is important that this part is handled and supervised correctly so that employees can get the
help and training they need to do well in their new jobs.

Some staff members may find it hard to adjust to the changes, especially those who are already
very busy or have special duties.

Some conditions for the workplace are:

When employees are given new tasks in different departments, this is called "job rotation." This
encourages the development of cross-functional skills, the sharing of knowledge, and teamwork
among staff members by giving them a variety of work opportunities and points of view.

Four workers of Zenith Corp., Sheel, Tushar, and others, do extra work on "Switch Up" days in
addition to their regular duties. The picture shows an example of a job change. Tushar and Sheel
were able to move up in their careers and learn new skills by switching jobs, which was good for
the whole company.

The following are advantages:

Cross-training and learning new skills are encouraged by giving workers a range of tasks to do.

Encourages employees to share information and learn new skills as a way to get people to work
together and break down corporate silos.

Giving workers opportunities for both personal and professional growth makes them happier at
work and makes them more loyal.

Not so good:
People who work for someone else may find it harder to finish tasks and meet targets if their
work situation changes. Because making the change could possibly make things less effective
and efficient.

Changes to the workplace that help employees grow and help the company reach its goals must
be carefully planned out and carried out.

If employees want stability at work or hate change, they might respond badly.

Change the parts that make up the sum.

Within the same company, people may move from one job to another because they want to
advance, take on more responsibility, or improve their skills. This way lets employees look into
new job opportunities within the institution, learn new skills, and see more of the world.

Sheel has been promoted to the post of data analyst, while Tushar has left Zenith Corp. to look
for work as a manufacturer of advertising materials. After making these steps forward, Tushar
and Sheel were given the chance to look for jobs within the company in a variety of functional
areas.

The following are advantages:

Because of these benefits, workers can move up in their careers and learn new skills.

It is possible to make up for lack of abilities and skills by using internal tools and knowledge.

offers chances for advancement while keeping loyal and happy workers.

Not so good:
Adding changes and modifications to jobs could make it harder for workers to work together,
which would be bad for both morale and output.

Putting in place good communication and support systems is necessary for both standardisation
and lowering employee worries.

They can refuse to move if they think they will be mistreated or ignored during the process.

It is possible for jobs or moves to have the following negative effects:

When someone moves from one area or job to another, they might lose specialised knowledge,
especially if they didn't get enough experience in their previous field.
Staff members may find it hard to get used to the extra responsibilities that come with a new job.
If problems happen at work, people may get angry.

Employees may lose interest in their jobs if their roles and tasks change too often during job
transitions and succession planning. Because of this, they may feel agitated or anxious. In the
end, their dissatisfaction with the group might make them decide to leave it.

To help and teach workers whose jobs are changing, more money is needed. In the event that the
new job needs a lot of training, this is especially important.

Managers can say no to job rotation and moves if they think they make it harder for employees to
work together, are too demanding, or are likely to lower performance and productivity.

Conclusion
Shift work, job development, and rotation may eventually give workers more freedom and better
opportunities for career growth, such as the chance to learn new skills and improve old ones.
Using these methods could lead to more work, problems with output, resistance from employees,
lack of knowledge in certain fields, and higher training costs. Companies that use these strategies
on purpose can get the most out of their benefits while cutting costs. The place where employees
work encourages them to keep learning and growing.

Ans. 2.
Introduction
Tech Titans had to close because there was no clear plan for who would take over for Mr. Bala,
who was the top developer. The examples above show the problems that companies may face
when they try to boost output and staffing levels, especially when it comes to planning for the
future and communicating with others. If workers are unhappy, there are problems with
communication, and the next leader isn't ready, this webinar will talk about how these things can
hurt an organization's stability, engagement, and morale. We will also talk about ways to make
the workplace better and deal with these issues so that workers can plan for the future and speak
clearly.
Concept and Application

What will happen to the staff's mood and motivation because of this?
An efficient succession plan is needed to keep employees and make them happier at work. When
employees don't know who will be leading the company in the future, they may be unhappy, lose
motivation, and not be able to do their jobs. Due to the uncertainty surrounding Mr. Bala's
replacement, Tech Titans employees are worried about the company's and their own job
prospects. When there isn't enough openness, workers may lose interest in the company and trust
in the leadership.

Some people involved in the succession process might feel ignored and forgotten if they aren't
given chances to move up. If your company doesn't have a written succession plan, you lose a lot
of human capital when highly skilled employees leave to explore other opportunities.

Keeping more business interruptions to a minimum:

If you don't make a good succession plan, your organization's long-term goals and even its very
survival could be at risk. If they can't find a good replacement, it could cause problems for the
company with leadership, operations, and making decisions. Because of the uncertainty
surrounding Mr. Bala's exit, the Tech Titans can't come up with long-term strategic goals.

Leadership that doesn't properly prepare for the job of the new superintendent may run into
problems if they don't quickly hire the right person. If this mistake is made, it could hurt the
company's reputation with investors, make managing the market more difficult, and make
investors lose faith in the company. When different groups in a company compete for leadership
positions, disagreements and power struggles may happen.

Not enough contact and employees who aren't interested:

Communication that works well is essential for managing changes and transitions within a
company. Not doing a good job of planning for succession leads to confusion and mistakes,
which makes it hard for management and staff to have meaningful conversations. When
employees aren't told about important choices and changes at work, they may become unhappy,
bored, or frustrated.

Tech Titans has had a hard time getting in touch with Mr. Bala because he is vague about
succession plans and won't say much about his departure. There are some employees who are
worried about what might happen if they don't feel like they fit at work. The dysfunctional
workplace environment made things even worse because employees couldn't talk to each other,
which led to the breakup of the labour union that was connected with the company.

Different ways to deal with problems in staff development:

There are many ways for organisations to fix problems that happen because of bad planning or
communication. The following things make up the actions.

Finding and training people who will one day hold key leadership roles is an important part of
any organization's succession plan. Future leaders can be found in a number of ways, such as by
creating a clear succession plan, evaluating the organization's talent pool, and giving people
ways to move up. By using succession planning strategies, companies can make sure that the
next group of CEOs takes over smoothly.

Keep the lines of conversation open.

It's important for leaders to be honest and open with their workers when they talk about future
goals and changes at work. This includes letting people know about upcoming plans, due dates,
and the process for choosing new leaders. Employers can create an environment where workers
are engaged and confident by responding quickly to questions, reassuring them about concerns,
and engaging workers in the succession planning process.

Spend money on developing your employees to become a better boss.

Organisations must put leadership development courses at the top of their list of priorities if they
want to build a pool of skilled and influential executives. People who have a lot of ability to be
leaders need to be taught, guided, and watched. When companies put money into leadership
development, they may be able to regularly hire and keep qualified people in key leadership
positions. According to the group, this would help it grow.

Encourage a friendly and welcoming environment.

As manager, it's your job to make sure that workers feel comfortable talking about their
problems, thoughts, and worries. Setting up ways for employees to talk to each other, like
feedback forms, town hall meetings, and staff groups, is part of this. Encourage and make it
easier for employees to talk to each other so that they feel more engaged and included. Plus,
there will be better oversight and communication between workers and management.

Key parties should be actively involved:

Communicating with outside consultants, investors, workers, and board members all the time is
an important part of success in succession planning. These people might be able to give short but
useful reviews since the succession plan has to be in line with the organization's strategic goals
and best interests. The decision-making process helps the organisation stay stable and consistent
by encouraging consensus and trust between important partners.

Clearly stating transfer criteria and standards is important for businesses that want to find the
best people to take on key leadership roles after the current leader leaves. So, candidates'
qualifications will be judged by how well they can lead, how much hands-on experience they
have, what skills they have, and how well their beliefs match those of the business. Companies
can make sure that succession planning meets clear standards and goals so that leadership
challenges and job openings happen less often. This method will make sure that the smartest
people apply for senior jobs and are chosen.

Expect changes to happen by:

To make sure that the change of leadership goes smoothly, specific transfer strategies should be
part of succession planning. This means setting important goals, giving everyone the tools and
knowledge they need to make the change easier, and making sure everyone knows what their
roles and responsibilities are. Companies can make sure their processes run smoothly, reduce
problems and worries that might come up during leadership changes, and boost employee
confidence and happiness by putting in place thorough transfer plans.

Help each person become a better leader by giving them advice.

One of the main goals of succession planning is to find and help people who show potential as
future executives. On the other hand, companies should try to develop leaders at every level. In
order to do this, workers at all levels must be given the chance to lead teams, take on new
responsibilities, and help the company succeed. Better leadership development can help
organisations become stronger and more resilient by giving them more suitable candidates and
employees who already have the skills they need to take on important leadership roles.

Conclusion
Lastly, communication problems and poor succession planning can hurt an organization's
security, morale, and ability to help employees grow. To get past these problems, businesses
need to put succession planning at the top of their list of priorities, invest in developing leaders,
make sure workers have good ways to communicate, and encourage open communication. In
today's fast-paced business world, this approach may help employers increase employee
engagement and satisfaction, make it easier for leaders to change, and build a strong base for
long-term success.

Ans. 3a:
Introduction.
People in charge need to be honest, committed to the organization's goals, and fair in order for
performance management to work well. Despite Mitisha's earnest desire to set up a systematic
way for promotions and praise in her professional role, the following points make her position
worth thinking about:

Concept and Application

Predetermined goals and expectations:

Mitisha's job requires her to have clear goals and expectations for every task. It is very important
to make sure that these goals are in line with the organization's guiding principles and core
beliefs. By clearly outlining what was needed for each job, Mitisha could help her team members
make progress and make a big difference in the growth of the organisation.

Success indicators that can be measured:

Mitisha creates KPIs for each assignment to make sure that success can be measured. There are a
lot of people who care about output, customer happiness, sales goals, and quality standards. Use
of quantitative performance measures by Mitisha to give her staff members honest and thorough
feedback on their work. There is also good advice she gives them about how to move forward
with their next plans.

Setting up a way to regularly evaluate and grade staff performance:

Mitisha needs to come up with a way to regularly evaluate and grade her staff's performance.
The evaluation should be fair and point out both the candidate's strengths and areas where they
can improve. Allowing Mitisha to ask for feedback on a regular basis could possibly help her
employees understand how their work affects the company as a whole and come up with ways to
move forward.

Procedures for evaluating people that are fair and open:

Mitisha puts a lot of weight on putting in place evaluation methods that are fair and open, and
this includes performance reviews. This goal can be reached by getting rid of bias and
favouritism, letting employees give comments on their evaluations, and making sure that all
employees are evaluated using the same criteria and steps. By being fair and honest in her
regular job reviews, Mitisha might be able to build trust among her coworkers and reduce
disagreements and complaints.

Benefits and Reward Systems:

Michelle is in charge of creating a benefits and incentive system that will recognise and reward
workers for their outstanding work. This could include financial rewards like pay raises or
bonuses, as well as non-financial benefits like the chance to move up in the company, take on
more responsibility, or get good feedback from coworkers. Employees may be more likely to go
above and beyond if they think their work is being noticed and appreciated. This could make the
already great working conditions at Mitisha even better.

Chances to get ahead in your job and improve your skills:

Mitisha offers chances to move up in your career and improve your skills. With the help of
mentoring, cross-training, and training programmes, the company may help employees move up
in their careers and learn new skills. Mitisha might be able to keep more of its employees if it
improves employee happiness, encourages talent and motivation, and runs staff development
programmes.

Performance reviews:
Mitisha does regular performance reviews to keep an eye on how well workers are doing in
meeting goals and standards that have already been set. These reviews could happen every three
months, every six months, or once a year, depending on what the company needs. The monthly
performance reports that Mitisha gives her workers help her keep an eye on their progress, spot
recurring patterns or trends, and make smart choices about promotions and awards.

Conclusion
Finally, when making a prototype of a performance management system for Mitisha's store, the
following should be carefully thought through: Setting clear goals and standards, giving
consistent and helpful feedback, upholding the values of fairness and transparency, recognising
and rewarding great work, supporting employees' professional growth, and doing regular
performance reviews are all things that can be done to improve performance. By putting in place
a thorough performance management system in her boutique, Mitisha was able to evaluate and
pay her workers well, help the company grow, and keep the workplace positive and productive.

Ans. 3b:
Introduction.
Every organisation should have a performance management system as part of their overall plan
because it makes workers more engaged and productive and helps the business succeed. Before
you fully understand how useful a performance management system is, think about these things:

Concept and Application

Keeping the goal of follow-through in mind:

Performance management systems are meant to make sure that the goals of the employees are in
line with the organization's main goals. If employees know how their individual performance
goals relate to team goals, they might have a better idea of how their work affects the
organization's overall success. Their drive and focus are better when they work together as a
team. Collaboration levels are directly related to how likely it is that an organisation will reach
its goals.

A rise in productivity:
A performance management system that puts employees' needs first and gives them advice, help,
and feedback leads to a rise in output. By regularly reviewing their strengths and weaknesses
through feedback meetings and performance reviews, individuals can figure out what they need
to work on and what they're already good at. Award and recognition programmes are often part
of performance management systems so that the best workers can be praised and rewarded.
People are usually more productive when they are given these kinds of incentives.

Ongoing Training and Development:

Performance management systems help employees make success by showing them what they
need to work on and giving them opportunities for ongoing training and development. In order to
take responsibility for their own professional growth, workers can set goals based on real-world
experience, evaluate their own progress, and learn new skills. The company's dedication to
ongoing education helps it keep great employees, adapt to changing business needs, and improve
the skills of its workers.

Putting Decision Making Driven by Data into Practice:

Performance management systems collect data that helps people and businesses make smart
strategic decisions. The key performance indicators (KPIs) that companies use can help them
find trends, patterns, and ways to improve their staff by constantly analysing them. Using data
gives leaders the power to make better decisions about allocating resources, hiring new
employees, and growing the business. Every single one of these choices helps the business grow
and stay competitive.

Performance management strategies that are open, accountable, and based on praise make
employees more engaged and faithful. When employees constantly feel like their efforts are
being noticed and appreciated, they are more likely to do their best work. Supervisors who show
respect and help for their employees will have more loyal employees who are committed to the
company. Because of this, they might be able to keep more workers, which would lower the
jobless rate.

Performance management:
Systems for performance management make it easier to find and develop people who could
become leaders in the future. This helps with both managing staff and planning for the next
person to take over. Through performance and talent evaluations, employers can find truly
exceptional employees, figure out how ready they are for advancement, and then give them
targeted development opportunities that will put them in a position to become leaders in the
future. By using a strategic approach to personnel management that supports the organization's
long-term growth and success, the company ensures a steady flow of highly qualified leaders.

Better teamwork and collaboration:

Performance management systems improve teamwork and collaboration by encouraging
managers and workers to talk to each other openly. Management and workers can solve
problems, set goals, and get past problems with the help of regular performance reviews and
goal-setting exercises. Everyone in the company benefits from this two-way communication
because it builds relationships and trust.

Conclusion
To sum up, a performance management system makes it easier to manage staff and plan for the
next person to take over, it encourages employees to work together and be engaged, and it lets
you make decisions based on facts. These days, businesses are in a fierce battle with each other.
Companies that put a lot of money into performance management tools may be able to create a
productive workplace environment that encourages success, new ideas, and long-term growth.