Porter Novelli or Southern Company Case Study

Porter Novelli or Southern Company Case Study

Introduction

The following paper is about evaluating a case study in which different areas covered. The paper started with the effectiveness of the roles that played by the strategic leaders in the formation of the performance management system. Secondly, evaluating criteria discussed based on the effectiveness of talent management strategy and demonstrated the ways through which the data is collected. Thirdly, the components of talent management strategy highlighted with the alternative ways to achieve the positive results and the last part is about optimizing company's ability in identifying highly qualified personals.

Strategic Leaders Effectiveness

Performance management practice was spotty at best, as the firm's current system— based on generic competencies—was complex and process-heavy. A leadership competency model upon which to base the system was missing. Professional development was considered important and a full curriculum of professional training was offered. In the absence of a common “Source code.” The various HR processes did not align well, and therefore opportunities for mutual reinforcement were being missed.

The effectiveness of the strategic leaders role in the performance management system can be analyzed through a point that discussion among the CEO, president, chief strategy officer and other managers strongly believe in setting the standards of the management process that reinforce individual accountability and with that focused on interconnection nature of the company's operations. To review the effective of the strategic leaders' role, there were several significant outputs of their role that are mentioned below;

New management training introduced by the management

Agreement was made on a new core client account planning perspective, which means a new and innovative method was introduced for assessing a client's business situation and challenges and for developing solutions for the client.

Commitment showed by the management to closely coordinated 'interdependent' operating approach across the global network

Management confirmed the emphasis on acquiring and growing large complex client relationships

A project management structure moved forward to approve the designed initiatives (Eckerson, 2009)

Therefore, the above mentioned points showed effectiveness of the strategic leaders in formulating a performance management strategy.

Effectiveness Evaluation

Following are the five point criteria for evaluating the effectiveness of the talent management strategy;

Verifying the success criteria for critical positions

The existing competency-based system was not widely used because of the numerous reasons, for instance generic competencies were applied. Thus in this regard, providing the employees with specificity and flexibility in defining job requirements and personal accountabilities will be a health step towards verifying the success criteria.

Evaluating the potential of the staff based on different assessments

In the modern world, potential is not defined as high, moderate or low but it actually expressed as the assessed ability and readiness to do different tasks when appointed at different positions. Therefore, the results of the accomplished tasks will revealed the standing and in the long run, effectiveness of the talent management strategy will be assessed (HouseMark, 2007).

Ensuring alignment and succession plan with personal aspirations

Understanding of the principle model basically aligns and develops ...