Overview This course includes two case studies. These exercises are designed to actively involve you in human resource management decision making and help you apply the concepts covered in the course to complex real-world situations. The case studies provide practice reading and give experience analyzing employee competencies, planning strategic talent development strategies, and forecasting workforce needs. These exercises also provide practice communicating your reasoning in a professional manner. Case Study According to Nancy Reardon (2011), senior vice president and chief human resources and communications officer at Campbell Soup Company, the goal the

OL 655 Case Study Two: The CEO Institute Focused on Meaningful Leadership Experiences Guidelines and Rubric

Overview This course includes two case studies. These exercises are designed to actively involve you in human resource management decision making and help you apply the concepts covered in the course to complex real-world situations. The case studies provide practice reading and give experience analyzing employee competencies, planning strategic talent development strategies, and forecasting workforce needs. These exercises also provide practice communicating your reasoning in a professional manner. Case Study According to Nancy Reardon (2011), senior vice president and chief human resources and communications officer at Campbell Soup Company, the goal the

company’s CEO Institute is to “create the most meaningful leadership experience participants have ever had” (p. 46). The two-year residential programs are

capped at 20-24 participants, and include members from across the company, representing a wide variety of positions, physical locations, and departments.

Participants begin by hand-writing a letter to the CEO of the company, affirming their commitment to the program. They are then are instructed and supported

through a five-module program, consisting of intensive multi-day workshops with homework and reflective activities between each meeting. The modules begin

with fundamentals, then work through exemplary leadership across the field and participants’ internal reasons for leading. Finally, modules four and five focus

on inspiring others, coaching, and “paying it forward” (p. 48).

References: Reardon, N. (2011). Making Leadership Personal. T+D, 65(3), 44-49. (Permalink)

Prompt To answer the prompt below, use the following readings:

 “Leadership-the rest of the story”: http://ezproxy.snhu.edu/login?url=http://search.proquest.com/docview/1507294864?accountid=3783

 “Virtual Instructor-Led Training: Powerful, not PowerPoint”: http://ezproxy.snhu.edu/login?url=http://search.proquest.com/docview/608039093?accountid=3783

 “Keep Calm and Lead On”: http://ezproxy.snhu.edu/login?url=http://search.proquest.com/docview/1500362303?accountid=3783

 “Google’s Jolly Good Fellow”: http://ezproxy.snhu.edu/login?url=http://search.proquest.com/docview/1459697749?accountid=3783

 “Chade-Meng Tan: Everyday compassion at Google”: http://www.youtube.com/watch?v=yTR4sAD_4qM

 This week’s textbook reading: Chapter Five from Employee Training and Development Based on the case study above, imagine you are the Vice President of Learning at the CEO Institute:

 Evaluate the design elements that help ensure that participants learn about leadership and put it into practice

 Analyze how these design elements encourage learning and transfer

 

 

Guidelines for Submission: Case Study Two must follow these formatting guidelines: double spacing, 12-point Times New Roman font, one-inch margins, and APA citations. Page length requirements: 2–3 pages, not including cover page and references.

Rubric

Critical Elements Exemplary (100%) Proficient (90%) Needs Improvement (70%) Not Evident (0%) Value

Elements for Leadership and

Practice

Submission meets “Proficient” and extends explanation to include additional leadership and its practice

Evaluates the design elements of leadership and ensures it is put into practice

Attempts to evaluate design elements of leadership and ensures it is put into practice

Does not identify design elements of leadership and its practice

40

Learning and Transfer Design Elements

Submission meets “Proficient” and extends explanation to include learning and transfer design elements specific to leadership and its practice

Analyzes design elements that encourage learning and transfer of leadership practices by the participants

Attempts to analyze design elements that encourage learning and transfer of leadership practices by the participants

Does not include any design elements related to learning and transfer of leadership practices by the participants

40

Articulation of Response

Submission is free of errors related to grammar, spelling, syntax, and organization and is presented in a professional and easy-to-read format

Submission has no major errors related to grammar, spelling, syntax, or organization

Submission has major errors related to grammar, spelling, syntax, or organization that negatively impact readability and articulation of main idea

Submission has critical errors related to grammar, spelling, syntax, or organization that prevent understanding of ideas

20

Total 100%

 

 

"Our Prices Start at $11.99. As Our First Client, Use Coupon Code GET15 to claim 15% Discount This Month!!":

Get started
0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

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