Read Ch. 8, Incident 2 “There’s No Future Here!”

INCIDENT 2 There’s No Future Here!“Could you come to my office for a minute, Bob?” asked Terry Geech, the plant manager.“Sure, be right there,” said Bob Glemson. Bob was the plant’s quality control director. He had been with the company for four years. After completing his degree in mechanical engineering, he worked as a production supervisor and then as a maintenance supervisor prior to moving to his present job. Bob thought he knew what the call was about.“Your letter of resignation catches me by surprise,” began Terry.“I know that Wilson Products will be getting a good person, but we sure need you here, too.”“I thought about it a lot,” said Bob, “but there just doesn’t seem to be a future for me here.”“Why do you say that?” asked Terry.“Well,” replied Bob, “the next position above mine is yours. Since you’re only 39, I don’t think it’s likely that you’ll be leaving soon.”“The fact is that I am leaving soon,” said Terry. “That’s why it’s even more of a shock to learn that you’re resigning. I think I’ll be moving to the corporate office in June of next year. Besides, the company has several plants that are larger than this one, and we need good people in those plants from time to time, both in quality control and in general management.”“Well, I heard about an opening in the Cincinnati plant last year,” said Bob, “but by the time I checked, the job had already been filled. We never know about opportunities in the other plants until we read about the incumbent in the company paper.”“All this is beside the point now. What would it take to get you to change your mind?” asked Terry.“I don’t think I will change my mind now,” replied Bob, “because I’ve given Wilson Products my word that I’m going to join them.

Scenario: As the head of HR, you have been asked to write a response to the incident in the form of an interdepartmental memo. You must address important issues about the company’s career planning and development program that are a result of the situation with Bob.

Write a 350- to 700-word memo in which you:

• Describe what actions might prevent future resignations like Bob’s, and who should manage an employee’s career—the employer or employee.
• Recommend changes you would make to the career planning and development program as the head of HR, identify challenges to making changes, and recommend who you would involve in making the changes (non-HR staff can be included if appropriate).
• Describe what should be the outcomes of a career planning and development program.
• Discuss the impact of your new program on training and/or staff development and performance management strategy.
• Summarize a brief policy that you would recommend as an outline to your new career planning and development program.

Use a memo template provided by Microsoft.

Jus needs to use the updated APA 7th edition

Answer preview

After we enhance our career planning and development program, we expect the outcome to be the retention of our employees after making them feel valued. Another important outcome is high productivity because career planning and development help employees to improve their skills and stay motivated. Through the proposed changes, our career planning and development program will impact staff development by increasing their job satisfaction. That is, when staff members are guaranteed promotions, they tend to prolong their stay in the organization to get those promotions. Besides, the idea of informing everyone about organizational goals will improve collaboration and opportunity for employees to be familiar with the organization, thus enhancing strategic performance management. It is because strategic performance management aims at addressing employees’ needs for the purpose of achieving the organization’s goals (Taiwo & Omojaro, 2019). Also, our career planning and development program should be governed by the following policy.

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planning and development program