Read case study, “Succession Management at General Electric”.
Answer case questions 1-3.
Succession Management at General Electric
General Electric (GE) is widely recognized and respected for its leadership talent and its succession management system. One of the best examples of succession management is how GEs former CEO, Jack Welch, shaped and elevated the companys philosophy, practice, and reputation for developing leaders. In a 1991 speech, Welch stated, From now on, choosing my successor is the most important decision Ill make. GEs commitment to developing leaders from within has yielded positive results for both the companys employees and for GE. In fact, the program has been so successful that its been widely emulated by other global organizations.
Measuring and developing talent lies at the forefront of GEs business strategy discussions. GEs operating system, referred to as its learning culture in action, entails year-round learning sessions in which leaders from GE and outside companies share best practices with one another and generate ideas for new practices. Harry Elsinga, manager of executive development at GE, notes, We really have a tight organization around how we combine our leadership meetings and how we approach our business. We have a constant cycle going on throughout the year where we talk about business and people at the same time. How do we develop talent in those businesses, how do we make sure that we have the right people to open a particular plant or to do an acquisition, etc.? Those discussions always go hand in hand. And its not a one-time kind of conversation; this is a constant, ongoing process.[ii]
GEs succession management system is fairly simple. GE managers and executives are moved from job to job every two to three years, and each job change or promotion is a well-thought-out process that provides managers with much-needed experience and exposure to certain elements of the business. This has allowed GE to build a management team that is very knowledgeable and experienced.
Questions
HRM4481 Grading Rubric
| Criteria | Ratings | Pts | |||||
|---|---|---|---|---|---|---|---|
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This criterion is linked to a Learning OutcomeQuality of Writing and Proofreading |
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3.75 pts |
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This criterion is linked to a Learning OutcomeComprehension of material |
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4.5 pts |
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This criterion is linked to a Learning OutcomeLength, content and ability to interpret and answer assignment |
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2.25 pts |
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This criterion is linked to a Learning OutcomeRelevance of answers, opinions and ideas. |
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4.5 pts |
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Total Points: 15 |
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