Assignment 4: Southern Company Case Study
Write a five to seven (5-7) page paper in which you:
- Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy.
- Develop a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected.
- Critique the components of your talent management strategy and suggest alternative ways to achieve effective results.
- Outline the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals.
- Use at least five (5) quality academic resources in this assignment. Note: Wikipedia and other Websites do not quality as academic resources.
Your assignment must follow these formatting requirements:
- Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; references must follow APA or school-specific format. Check with your professor for any additional instructions.
- Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.
- The cover page and the reference page are not included in the required page length.
Grading for this assignment will be based on answer quality, logic/organization of the paper, and language and writing skills, using the following rubric.
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Points: 150 |
Assignment 4: Porter Novelli or Southern Company Case Study |
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Criteria |
Unacceptable Below 70% F |
Fair 70-79% C |
Proficient 80-89% B |
Exemplary 90-100% A |
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1. Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. Weight: 20% |
Did not submit or incompletely evaluated the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. |
Partially evaluated the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. |
Satisfactorily evaluated the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. |
Thoroughly evaluated the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategy. |
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2. Develop a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. Weight: 15% |
Did not submit or incompletely developed a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. |
Partially developed a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. |
Satisfactorily developed a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. |
Thoroughly developed a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collected. |
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3. Critique the components of the talent management strategy and suggest alternative ways to achieve effective results. Weight: 25% |
Did not submit or incompletely critiqued the components of the talent management strategy and incompletely suggested alternative ways to achieve effective results. |
Partially critiqued the components of the talent management strategy and partially suggested alternative ways to achieve effective results. |
Satisfactorily critiqued the components of the talent management strategy and satisfactorily suggested alternative ways to achieve effective results. |
Thoroughly critiqued the components of the talent management strategy and thoroughly suggested alternative ways to achieve effective results. |
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4. Outline the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals. Weight: 25% |
Did not submit or incompletely outlined the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals. |
Partially outlined the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals. |
Satisfactorily outlined the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals. |
Thoroughly outlined the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals. |
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5. References Weight: 5% |
No references provided |
Does not meet the required number of references; some or all references poor quality choices. |
Meets number of required references; all references high quality choices. |
Exceeds number of required references; all references high quality choices. |
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6. Clarity, writing mechanics, and formatting requirements Weight: 10% |
More than 6 errors present |
5-6 errors present |
3-4 errors present |
0-2 errors present |
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