Could you come to my office for a minute, Bob?â€ asked Terry Geech, the plant manager.
â€œSure, be right there,â€ said Bob Glemson. Bob was the plantâ€™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.
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â€œYour letter of resignation catches me by surprise,â€ began Terry.
â€œI know that Wilson Products will be getting a good person, but we sure need you here, too.â€
â€œI thought about it a lot,â€ said Bob, â€œbut there just doesnâ€™t seem to be a future for me here.â€
â€œWhy do you say that?â€ asked Terry.
â€œWell,â€ replied Bob, â€œthe next position above mine is yours. Since youâ€™re only 39, I donâ€™t think itâ€™s likely that youâ€™ll be leaving soon.â€
â€œThe fact is that I am leaving soon,â€ said Terry. â€œThatâ€™s why itâ€™s even more of a shock to learn that youâ€™re resigning. I think Iâ€™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.â€
â€œWell, I heard about an opening in the Cincinnati plant last year,â€ said Bob, â€œbut 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.â€
â€œAll this is beside the point now. What would it take to get you to change your mind?â€ asked Terry.
â€œI donâ€™t think I will change my mind now,â€ replied Bob, â€œbecause Iâ€™ve given Wilson Products my word that Iâ€™m going to join them.â€
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 companyâ€™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 Bobâ€™s, and who should manage an employee’s careerâ€”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.