Reference no: EM132939916

Regal CO has been around for more than 100 years, using science and innovation to provide consumer products including tape, Post-It notes, bandages, sandpaper and business products such as various types of films, and wound care dressings. Regal CO considers all employees as leaders, and so it provides development opportunities at each stage of their careers. Regal CO strives to engage all employees by focusing on their career and development desires. In fact, one of Regal CO's sustainability objectives is that all of its global workforce (90,000 employees in 70 countries) will be actively involved in development opportunities by 2025.

Each year all employees create or update their development plan, which includes short- and long-term career goals. All employees are encouraged to continuously learn and improve their skills. Regal CO's tuition reimbursement program encourages employees to seek education in order to meet current job responsibilities and help prepare for career changes or to advance on their chosen career paths. For many functional areas, competency models are available that provide links to relevant training opportunities and development recommendations that can be discussed and agreed upon with then employee's supervisor. Options include growing the competency through on-the-job activities or social learning through a coach or mentor.

Because Regal CO believes leadership development provides a competitive advantage, it has invested in multiple leadership development programs offered at different stages in an employee's career. Business and leadership courses are available to employees at any level, including online programs available to all of Regal CO's global employees. Regal CO emphasizes diversity, collaboration, and inclusion in all of its leadership programs. Leadership programs are based on key leadership behaviours which are linked to leader's performance evaluations.

For example, one leadership development program, Regal CO Leadership Way, has 4 levels- Spark, Ignite, Amplify and Catalyst. Spark is targeted to junior Regal CO leaders who have been identified as having high potential. Ignite participants are new managers who are learning their roles. Training on how to build effective teams is provided using gamification and virtual technology.

Managers complete a project to show the impact of learning and applications in their daily work. In amplify, leaders of multiple teams work on projects, visit customers and work on their skills for nine months. Catalyst is a year long program in which leaders attend leadership meetings, gain exposure to customer and other perspectives outside of Regal CO; and work on a project that focusses on a challenge issued by top management, a customer - based project to help solve the customer's needs, or a community - based project.

All levels include self-assessment of competencies as well as 360- degree feedback and coaching.

Question 1

How does human resource development at Regal CO help the company gain competitive advantage? Please explain.

Question 2

Why does Regal CO emphasize development for all employees rather than just focus on employees with the greatest potential to be company leaders?

Question 3

Which of the development activities provided by Regal CO is most beneficial for employees and the company? Identify 2 activities and explain why.