Question

Greg is doing succession planning to meet the company's HR needs in the marketing department. He has identified the knowledge, skills, and abilities needed to fill management positions, as well as some employees with potential to fill management jobs. What recommendation should Greg make about leadership development?

a. He should recommend using leadership development for current managers to prevent them from moving to other departments.

b. He should recommend using leadership development for employees only after they have moved into management positions.

c. He should recommend using leadership development for all employees so the company won't have to fill the management positions.

d. He should recommend leadership development to prepare employees identified as having potential to move into the management jobs.

Answer 1

......... D .... .. ........

Answer 2

Greg should recommend leadership development for employees who have been identified as having potential for management positions, so that they are well-prepared when they step into those roles. This aligns with best practices in succession planning and human capital investment.

Step-by-step explanation:

Greg is involved in succession planning and has identified the knowledge, skills, and abilities needed for management positions in the marketing department, as well as employees with potential to fill these roles. The recommendation Greg should make about leadership development is to prepare employees identified as having potential to move into the management jobs. This approach aligns with the idea that training and development are critical investments in human capital, and it's important to begin development efforts before individuals assume management roles. This proactive approach ensures that potential leaders have the necessary skills, knowledge, and experience to succeed when they step into management positions.

It is beneficial for an organization to invest in the professional growth of its employees from an early stage. By engaging in leadership development programs, employees who aspire for growth will be better prepared, and even those with initially lower growth needs can be encouraged and supported in their professional development. This also strategically positions the company to have a ready pool of trained candidates for leadership roles, ensuring a smoother transition and continuity of expertise within the department.