Assessment 6 Instructions: Succession Planning

• PRINT
• In the CapraTek: Succession Planning simulation, identify the three best candidates for the plant manager position, interview each candidate, and select your top choice. Create a career development plan for the selected candidate.
  

  Introduction

  For this assessment, you will use the CapraTek: Succession Planning simulation. Using this simulation, featuring a fictitious technology organization, requires you to make decisions about the best candidates for a plant manager position, to interview the candidates, and to select your top candidate in order to create a career development plan.Note: The assessments in this course build upon each other, so you are strongly encouraged to complete them in sequence.

  Personal and Professional Goals

  Employees have personal and professional needs. Each employee is an individual who wants to understand who he or she is, to define his or her own professional goals, and to devise a plan for how to achieve these identified goals. It is your responsibility, as a training professional, to assist employees in meeting both their professional and personal goals. Ideally, the employee development system will allow employees to see how their personal goals align with organizational goals. Furthermore, it will set expectations for employees’ continued growth within the organization and provide feedback on their progress toward professional and personal goals. For example, an increasingly popular and important method of employee assessment is the 360-degree feedback method. This assessment tool is a multisource assessment that provides the employee with a chance to receive multi-rater feedback from peers, managers, and other coworkers and sources that work directly with the individual, along with a self-evaluation. The results of this assessment assist the employee with identifying and understanding areas for improvement.

  Career Management

  An organization’s most valuable resource is its employees. An organization that invests time, money, and human resources in caring for the well-being of employees should receive a return of appreciation that shows through longevity, continued contribution, performance improvement, and ROI. Career management is an important issue for organizations that hope to maintain growth for both the organization and employees. As our world changes, so does the need for the organization to maintain pace with advancements in technology and processes. Organizations must constantly look to the future and anticipate human capital needs. Similarly, employees should be encouraged to think about their own long-term goals and how the organization can help them achieve these goals. A solid career management process will meet both the organization’s and employee’s needs.To develop employees for longer-term, continual growth with an organization, this assessment introduces succession planning and developing a career management plan.

  Preparation

  Complete the CapraTek: Succession Planning simulation activity. Be sure to download your activity log results after completing this simulation; you will use them in this assessment.

  Requirements

  For this assessment, complete the following:

  • Analyze how succession planning supports an organization’s strategic training plan.
  • Articulate why candidates were selected to be interviewed.
  • Develop a career development plan for the chosen candidate.
  • Analyze the selection of a candidate to hire for a position.

  Additional Requirements

  • Written communication: Written communication is in a professional style with correct grammar, usage, and mechanics.
  • APA formatting: Resources and citations are formatted according to current APA style.
  • Headings: Incorporate level headings according to current APA style.
  • Length: A typical response will be 5–6 typed, double-spaced pages.
  • Font and font size: Times New Roman, 12 point.
  • References: Use at least two references.

  Competencies Measured

  By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:

  • Competency 1: Assess an organization’s strategic plan for training.
    • Analyze how succession planning supports an organization’s strategic training plan.
  • Competency 5: Identify effective organizational processes and roles for employee development.
    • Articulate why candidates were selected to be interviewed.
    • Develop a career development plan for the chosen candidate.
    • Analyze the selection of a candidate to hire for a position.
      

      Succession Planning Scoring Guide

      CRITERIA	NON-PERFORMANCE	BASIC	PROFICIENT	DISTINGUISHED
      Articulate why candidates were selected to be interviewed.	Does not identify why candidates were selected to be interviewed.	Identifies, but does not articulate why candidates were selected to be interviewed.	Articulates why candidates were selected to be interviewed.	Analyzes why candidates were selected to be interviewed.
      Develop a career development plan for the chosen candidate.	Does not describe a career development plan for the chosen candidate.	Describes, but does not develop a career development plan for the chosen candidate.	Develops a career development plan for the chosen candidate.	Develops a career development plan for the chosen candidate, and illustrates with authentic examples.
      Analyze how succession planning supports an organization’s strategic training plan.	Does not describe how succession planning supports an organization’s strategic training plan.	Describes, but does not analyze how succession planning supports an organization’s strategic training plan.	Analyzes how succession planning supports an organization’s strategic training plan.	Analyzes how succession planning supports an organization’s strategic training plan, and summarizes with scholarly literature.
      Analyze the selection of a candidate to hire for a position.	Does not describe the selection of a candidate to hire for a position.	Describes, but does not analyze the selection of a candidate to hire for a position.	Analyzes the selection of a candidate to hire for a position.	Analyzes the selection of a candidate to hire for a position, and compares to other candidate interviews.