1stfirst-assignment-interviews-on-succession-planning

Share on facebook
Facebook
Share on google
Google+
Share on twitter
Twitter
Share on linkedin
LinkedIn

1stFirst Assignment:

Interviews on Succession Planning

Due
: (5 p.m. @ April,
15)

Other
: 1. Perform interviews with Succession Planning
practitioners.

Assignment


Succession planning is an important OD
intervention, and business sector succession planning—sometimes
called workforce planning, HR planning, or Human Capital Management
initiatives—remains neglected in many sectors and in different sizes of
organizations.

This is an interview protocol for you,
the interviewer. In the case of this
particular protocol, the focus is on succession management practices in the business
sector
. (Note: The term”succession
management” in the business sector is sometimes used
interchangeably with such terms as“human capital
management,”“workforce planning,” and“leadership
development.”)

The objective of the interview is to
document, as comprehensively as possible, a best-practice case in succession
management.

The interview should take about 1
hour. You should plan to tape record it
and then transcribe the recording according to the provided interview
questions. (Note: digital audio recorders can be purchased that will translate
audio into print.)

After transcribing the interview, you
will send it back to the interviewee (respondent) to doublecheck that the
interview reflects what the interviewee/respondent intended.

Individuals will be identified from the
interviews, so you may not keep the name of the interviewee/respondent
confidential.

As the interview is conducted, focus on
using active listening (avoid listening blocks while actively echoing and
paraphrasing). Listen to see the world
the other person sees. Your job is to be
aware that the person is describing his or her own truth. What follows is a brief description of the
procedures to follow in conducting the interview:

Procedures

1. Sign up to do an interview with a business
of any size.

2. Consult the web, published literature,
or other sources. Identify a best-practice example of a succession management
program. (Note: the terms workforce planning, human capital management, and
leadership development are often associated with succession management.)

3. Target
some organizations to contact. The instructor will suggest specific
organizations for you to contact. If you are unsuccessful with reaching
agreement on them to permit you to conduct an interview, then you may select
another organization in consultation with the instructor.

4. Identify
an individual at each organization to contact.

5. Schedule
an interview time of at least one-hour.
It is difficult to anticipate the actual time of the interview, as each
person will respond to the questions differently. You will need to keep track of how far you
have gone in the interview, making sure that you get all the key questions
answered before the time is up.

6. You are permitted to send the questions
to the interviewee in advance by e-mail or fax. But do not permit the
individual simply to write answers and e-mail or fax them back. An oral
interview should be conducted face-to-face or by phone.

7. Conduct
the interview and do the following substeps.
First, read an introductory paragraph explaining the purpose and process
of the interview, as well as how the data will be used. (Use the information
above to create your paragraph). Second,
conduct the interview and audiotape it.
Third, transcribe the interview.
Fourth, return the transcribed interview to the interviewee and invite
any corrections or elaborations that the person wishes to make. Fifth, revise
the transcribed interview to reflect the suggested changes made by the
interviewee. Sixth and finally, thank the interviewee with an email or a card.

9. Prepare your interview in the format
described below (use Word XP, Word 2000, or Word 97 as the word processing
software program). Pose the questions
exactly as written below.


Introduction

The purpose of this study is to focus
attention on how businesses approach succession management. Please do not use
the names of individuals during this interview. However, it is essential that
you describe how the succession management operates in the organization.

Interview
Questions

Directions: Please
answer the following questions about the succession management or related
program in your organization.

1

How does your
organization define succession management? Workforce planning(if
applicable)? Human Capital Management(if applicable)? Leadership
Development
(if applicable)?

2

What is the purpose of your
organization’s succession management program, and what led to the perceived
need for it?

3

What measurable goals or objectives,
if any, help to provide direction to your organization=s succession management program?

4

What groups are targeted for
participation in the program? Why were they selected?

5

Does your organization used job
competencies, defined as characteristics that describe successful
performance, as a key foundation for the succession program? If so, explain
how. If not, explain what is a key foundation for the program.

6

How is individual job performance
assessed?

7

How is individual preparedness for
promotion assessed?

8

How is individual developmental
planning carried out, if at all? (For instance, does your organization use an
Individual Development Plan?)

9

What activities -such
as training, executive coaching, job rotations, and so forth -are
used to build individual competence? How are those planned?

10

What is the budget for the succession
planning program, if you know it? How is the succession program evaluated?
What measures or metrics are used to assess success?

11

What other comments would you like to
make about your organization=s succession
program?

Closing
Questions

As part of the
interview, ask what additional questions would you like to have been
asked? Note to interviewer: list each question and answer separately.

! What
is your educational background (degrees, certificates, workshops, etc),
including dates?

! What
is your job title, and how much work experience have you had?

! What
is your gender (male or female)?

! What
is your race (Asian, Hispanic/Latino, Caucasian, African American, Native
American, Other – please specify)

! What
is your age (Years)?

Gradesheet for
the
Case Study Activity on Succession
Planning

Student’s Name

Points: of 400 points

Did the student:

Yes

:

No

:

N/A

:

Comments

Closely and
precisely follow the procedures set forth in the assignment?

Supply an
audiotape of the interview?

Additional Comments:


2ndSecond Assignment:

Critical Incident Interviews on Appreciative
Inquiry

Due
:. (5 p.m. @
April, 15)

Other
: 1. Perform interviews with Appreciative Inquiry
practitioners.

Purpose

The purpose of this research is to
discover and confirm AI practitioners core competencies via an Appreciative Inquiry
(AI) Approach.

Assignment

An Interview Guide: Discovering Strengths of
Positive Change Agents

(At least 5 years experience in the field to
qualify for the study
)

This
interview guide is intended to capture your impressions of the characteristics
essential for practitioners of Appreciative Inquiry and Positive Change. The
interviewer will pose these questions in either a face-to-face or telephone
interview. The composite will be analyzed to identify key themes that surface
across many interviews.

Name of Interviewer

Name of Respondent

Date

What AI Means to You

1.
Tell us the story of when and how you first
learned about Appreciative Inquiry (AI)?
Who was there? What was the
situation? Where were you? Can you recall what year it was?

2.
What most intrigued you when you first learned
about AI?

3.
In one sentence how do you best
define AI?

4.
What
do you most value about AI?

5.
What intrigues you most about AI today?

The AI Practitioner

6.
What is it in your “Being” that significantly
underpins your success as an AI practitioner? (We define “Being” as who you
are. By being we mean one’s integrated self and it includes self-awareness or
self-realization, personal values, and guiding principles.)

7.
What knowledge base (i.e. relevant theories,
concepts, and models) do you use that most support your success as an AI
practitioner?

8.
What skills do you use to best help your clients?

9.
What are the most important qualities or strengths
you bring to the practice of AI?

10.
What new theories, concepts, models or
principles have you added to the practice of AI?

AI Community of Practice

11.
What was your first client experience using
AI?

12.
Describe a peak experience or high point as an AI practitioner. What was exciting about this experience? What did you and others do to make it
effective?

13.
Who comes to the top of your mind as the best external
practitioners
? Collectively, why did
you choose these people? Can you list
two or three core competencies that these external practitioners exhibit? Or, what is it you observe in them that lets
you know that they embody AI?

14.
Can you provide us a list of 10-12 people whom you
believe are the best internal practitioners? (please provide position and name of
organization) Collective, why did you choose these people? Can you list two or three core competencies
that these people exhibit? Or, what is it you observe in them that lets you
know that they embody AI?

The Future of AI

15.
What are three wishes you have for competency-based
research to strengthen the practice of AI in the future?

AI Practitioner Profile Questions

a.
How many years have you been working in the field?

b.
What is the name and position of the organization
that you work for?

c.
Can you email us your resume/CV or a bio?

d.
How many client projects have you worked on?

e.
What key projects are you working on today?

f.
What outcomes do you regularly achieve with your
clients?

g.
What ethical issues most affect the professional practice
of AI practitioners, and how do they affect it?

h.
What type of training have you had in AI?

i.
List two or three meaningful or engaging books and
tell us why they are important to you.

j.
What is your educational background?

k.
What
professional associations do you belong to?

l.
Who is your mentor(s) in the field? Tell us why?

m.
Have you published in the field? (can you send us a list of your publications)

n.
What key journals do you read?

o.
What conferences do you attend (for learning and/or
presenting)?


Gradesheet forCritical Incident Interviews on Appreciative Inquiry

Student’s
Name

Points: of 400 points

Did the
student for each of the 4 interviews:

Yes

:

No

:

N/A

:

Comments

Closely and precisely follow the procedures set forth in the
assignment?

Supply an audiotape of the interview?

Provide a transcript of the interview?

Additional
Comments:

More to explorer

English, Literature & Philology

One of the central concerns with regard to the structuring of this class has been to demonstrate the ways in which histories

Answer:

Title: 1stfirst-assignment-interviews-on-succession-planning

This question has been Solved!

Click the button below to order this solution.

Leave a Reply

Your email address will not be published. Required fields are marked *

Open chat