Human Resource-Identifying the Global Leadership Team

In this assignment your challenge is to develop a strategy to identify the top talent within a global organization, and also to figure out how to communicate this policy to the entire staff. As you develop this strategy, assume that the CEO of this company does not want to limit the number of candidates and wants the top 15 percent of the company worldwide slotted for future development in all functional areas of the company. Include a discussion and at least two examples from your reading about companies you think have not created an effective policy to identify top performers, and describe how you would avoid their mistakes.

There is a lot of information on human resource information systems (HRIS) options. A good place to start looking for information is on the International Human Resource Information Management (IHRIM)Web site. Refer to the Identifying the Global Leadership Team Scoring Guide to ensure you are meeting the requirements of this assignment.

Resource link: http://www.ihrim.org/

CapellaUniversity Rubric Tool

Use the following scoring guide, along with the project information, for evaluating each learner’s work.

In this assignment your challenge is to develop a strategy to identify the top talent within a global organization, and also to figure out how to communicate this policy to the entire staff. As you develop this strategy, assume that the CEO of this company does not want to limit the number of candidates and wants the top 15 percent of the company worldwide slotted for future development in all functional areas of the company. In a one- to two-page paper, be sure to address the following:

• As an HR Director of a global organization, what positions within the organization would you enlist to help you with this assignment?
• What approach would you take to create the selection criteria for your policy?
  What information system would you use to track these candidates’ progress in the organization? Indicate what pieces of data would be important to track and who should have access to that data.
  Also include a discussion and at least two examples from your reading about companies you think have not created an effective policy to identify top performers, and describe how you would avoid their mistakes.

There is a lot of information on human resource information systems (HRIS) options. A good place to start looking for information is on the International Human Resource Information Management (IHRIM) Web site. Refer to the Identifying the Global Leadership Team Scoring Guide to ensure you are meeting the requirements of this assignment.

Once complete, submit this assignment in the assignment area.

Describe a strategy that identifies the top talent in an organization.

(33%)

[Competency]

Analyze how the communication process impacts employee relations in a global workforce.

Communicate a strategy that identifies top talent to the entire staff within the organization.

(33%)

[Competency]

Analyze how the communication process impacts employee relations in a global workforce.

 

Explain who should, within the HR organization, have access to employee and candidate information and why it is important to have the information.

(34%)

[Competency]

Analyze HR organizational structures.

 

Criteria	Non-performance	Basic	Proficient	Distinguished	Comments
Does not identify a strategy that identifies the top talent in an organization.	Identifies, but does not describe, a strategy that identifies the top talent in an organization.	Describes a strategy that identifies the top talent in an organization.	Describes a strategy that identifies the top talent in an organization and provides examples of how the strategy would identify top talent.
Does not communicate a strategy that identifies top talent to the entire staff within the organization.	Communicates a strategy that identifies top talent to the entire staff within the organization; however, the communication is not effective to understanding the strategy.	Communicates a strategy that identifies top talent to the entire staff within the organization.	Communicates a strategy that identifies top talent to the entire staff within the organization and provides examples of why the strategy is best suited.
Does not explain who should, within the HR organization, have access to employee and candidate information and why it is important to have the information.	Explains who should, within the HR organization, have access to employee and candidate information but does not explain why.	Explains who should, within the HR organization, have access to employee and candidate information and why it is important to have the information.	Explains who should, within the HR organization, have access to employee and candidate information and why it is important to have the information, and provides examples.