Chapter 8 HRM Incident 2: There’s No Future Here!

Evaluate the career planning and development program at this company.

From the case study, Bob Glemson is keen on embracing the self-assessment strategy in his career that has enabled him to improve on his position. For only four years, he has moved two positions up from his first job as a production supervisor. However, the organization does not have a career development plan that is as effective. For example, the plant manager is unaware of his need to advance to a higher position and therefore the resignation letter from Bob catches him by surprise. Although the present program identifies the employees that may hold the future leadership positions, for instance Terry considers Bob as the best candidate for the position of plant manager, there is limited consideration for important actors such as personal needs and aspirations. The employees are unaware of openings they could have applied.

What actions might have prevented Bob’s resignation?

The plant manager may have taken numerous actions to prevent Bob’s resignations, one of them being taking a more active role in his career planning. He could have identified the needs that Bob had. Moreover, introducing assessment tools such as the personality traits test would have helped the employee identify new aspirations and career paths. As a result, he would have stopped seeing his job as a dead end. Instead of only offering a new position to Bob, Terry Gee could have eliminated the present problem of confining career development to only one plant. He would have addressed the issue of the lack of the ability of employees to progress their careers in different plants. Addressing the challenge would have increased Bo’s motivation and his perception on dead end would have changed since he could apply or the probability of attaining the positions he esteemed. As a result, he would have turned down his new job at Wilson Product and the company would have retained him.

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