Developing Global Leaders

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Developing Global Leaders

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Themes

Leadership, management, e-learning program, coaching, Workforce planning, rapport building, project management, relationship management, mentorship, critical evaluation, recruitment process

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Abstract

You work as an HR business partner in 'Printsmart' - an MNC that operates in the printing branch. Your company operates in Europe, Asia and North America. As for now you employ more than 60,000 people in 50 subsidiaries. Your headquarters are located in New York but most processes including IT, finance, logistics, HR are centralised and run in SSC centres. [...]
On the basis of 360 degrees appraisal, interviews with supervisors and succession plans, you have identified 120 high-performing specialists and managers who will hold managerial positions in new branches. Despite the fact that they are highly skilled in their fields of activity, they have skills gaps in managing people in diverse environments. That's why your task is to prepare an international leadership development program for these candidates.

Competency Cluster and sub competences
Methods
Description and detailed actions

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[...] It could be particularly interesting to have their mind about the organization of the administration. Brainstorming allows people to give their feedback about the assets & flaws of the administration. What make them lose time in their job, what would be better. Job shadowing allows managers to see with their own eyes' which difficulties regarding administration their co-workers have to face. Competency Cluster and sub competences Methods Description and detailed actions CC4 - Consultation Competency: Career Pathing / Talent management 1. [...]

[...] On the basis of 360 degrees appraisal, interviews with supervisors and succession plans you have identified 120 high performing specialists and managers who will hold managerial positions in new branches. Despite the fact that, they are highly competent in their fields of action they have competency gaps in managing people in diverse environment. That is why, your duty is to prepare a "Developing global leaders" program for those candidates. The whole program will last 1.5 years. You decided to apply the Society for Human Resource Management competency framework to create the development plan. Task 1. Additional handouts present the SHRM global leaders competency model. [...]

[...] On the basis of the information presented above, your own thoughts and ideas prepare actions to be implemented to develop Global Leaders Competences. You should choose at least one competency from each competency cluster. Competency Clusters are counted as CC1-CC9 in the mind map. 4. To prepare your assignment you can use the table format presented below. 5. In the first line you have an example referring to the competency called: Rapport building I. Competency Cluster and sub competences II. Methods III. Description and detailed actions CC1 - Ethical Practice Competency1: Rapport building 1. Individual coaching provided by an external coach 2. [...]

[...] It must last at least one day and be often done. Managers can ask question to understand the activity better. 2. Documents, procedures, schemes studying 3. Simulations Scheme studying is a good way to understand how things work in other companies. It is always good to have examples of other organizations for planning as for employment assessment. When changing work organization, it is always good to do simulations. Several softwares are especially designed for this. It can reveal big flaws before the change is implemented. [...]

[...] CC5 - Critical Evaluation Competency: Auditing Skills 1.Coaching provided by specialist (in a particular field) 2.E-learning programs Some people are specialized in auditing. It could be particularly interesting to have their feedback about the way the manager is doing it, what he could improve? E-learnings program is fast, costless and very efficient to understand new ways of working or theories. It can easily be done on a computer and quizzes at the and allows to verify competences. 3.Self-studying This is strongly linked to the previous method. Managers must be interested in the development of this skill and read about it by themselves. [...]

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