Talent pool management and engagement research

Reference no: EM132149770

Question #1 "Future Leader Experiences and Psychological Theories and Leadership" Please respond to the following:

Experiences play an important role in how future leaders will run the organization. Give three examples of how effective competencies, relationships, and learning capabilities can be measured as factors in future leadership development.

Choose one (1) of the psychological theories listed in Chapter 8, and outline its contributions to the development of leaders. Describe the type of behavior that would characterize the application of this theory in an organization.

Question #2 "Talent Pool Management and Engagement Research" Please respond to the following:

Synthesize the key characteristics of an effectively managed talent pool for leaders. Justify how you would initiate and maintain this talent pool of potential leaders.

Discuss an approach to engagement research that would encompass the necessary components to your profession or industry. Itemize the areas that must be considered in the future talent pool and how one would design research that answers these questions.

Question #3 "Building Functional Expertise and Operational Objectives and Talent Management" Please respond to the following:

There are many ways to build functional expertise within an organization. Select one of the key roles in building functional expertise, and prepare a two-year plan to build functional expertise of a newly hired manager.

Analyze how operational objectives, their relationship to talent management, and the metrics could be applied to evaluate future talent management practices.

Question #4 "Employee Reaction" Please respond to the following:

For a job you know well, create a questionnaire of five items that elicits employee reaction to the employees' levels of compensation. Identify what information should be included in a job analysis and job evaluation in order to develop a job structure.

Compare and contrast the features of exempt and non-exempt employee status in a table format. Speculate how employers benefit from having one type or another. Develop a recommendation for your organization about how to increase the probability that it is meeting all employment regulations.

Question #5

Go to the PayScale Website to read the article titled, "The PayScale Index (US): Trends in Compensation,". Be prepared to discuss.

Using external resources to gauge compensation levels may result in more equitable compensation planning. From the e-Activity, assess how you would integrate the data on the PayScale Website or similar sites into your compensation planning. Specifically, indicate three measures to ensure that your compensation scale is competitive.

Select a job within an industry with which you are familiar. Briefly describe the job and create a salary survey for that job that can be used to collect information that will help ensure that the surveying company is competitive in hiring and retaining people for that job. This survey should be a list of questions that will garner the information needed in order to help ensure that the job being surveyed is similar to the selected job. The questions must also acquire the salary information for the surveyed job.

Question #6 Go to the SME Toolkit Website to read the article titled, " Sample Job Analysis Checklists".

"Job Analyses" Please respond to the following:

Analyze how conducting regular job analyses benefits employees, managers, and the organization. Describe how this type of benchmarking can strengthen an overall job analysis plan.

Using the Sample Job Analysis, create a job description for your current or most recent position. Justify how you selected the task components of the position and the organization of the components in order of priority.

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Reference no: EM132149770

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