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Southern Company - Essay Example

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Southern Company Case Study Professor Date Introduction Different companies have different methods of achieving the same thing, that being success. Without the proper strategy, a company is bound to fail in its quest to make a mark in these hard global economic times…
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Southern Company
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"Southern Company"

Download file to see previous pages Southern Company is an electric utility company headquartered in Atlanta.   The firm possesses electric gadgets in ‘Alabama’, ‘Florida’, ‘Georgia’, and ‘Mississippi’ and services millions of customers. It also provides services in fiber optics and wireless communications fields. The brands of this company are known for their customer service, which is highly excellent, have high reliability standards, and for the best part have priced their retail electric prices below the national average. The hiring system of the company was at the entry level, and individuals were promoted internally for leadership positions to be filled. Because of this, the company had a very low turnover rate, of which the result was that an older and more tenured workforce was present. After much thought, the Company came up with a group of leaders who had a professional level of business knowledge and were conversant with the company’s organization and culture. In the late 1970s, the company hired a large number of people, and this ensured that by the year 2003, most of those workers who had remained with the company were beginning to face retirement (Goldsmith, Marshall, Carter, Louis, & Best Practice Institute, 2009). The company’s employees had and still have a retirement age of 50 years old, so many executives had to retire in large numbers, and also those who succeeded them would have to follow shortly. With this, the cthis assisted the firm to review and reform their succession planning and leadership development efforts to ensure that they had a well planned from which effective leaders would be able to meet the company’s future business needs. The company’s leadership people formed teams that assisted in the overall ratings. Leaders comprehended what they wanted after the recognizing the performance standards. They were equipped with skills of making employees work outstandingly hard (Goldsmith, Marshall, Carter, Louis, & Best Practice Institute, 2009). Leaders are tasked with the responsibility of ensuring that their companies have the maximum performance ability and also to ensure the effectiveness of the company’s employees. Leaders are tasked with ensuring that employees’ performance is effective, and also should be able to develop and integrate new workers (Cohen, 2007). Developing and retaining of existing workers is also a major concern, while also finding ways to attract skilled workers to a company is another role of a leader. Talent management is the process by which an organization finds ways and means to retain, motivate, attract, engage, train, plan, manage, and most importantly develop individuals who can make the company rise to unimaginable heights in the global market. For every person coming into working economy, they have a particular talent and qualification. The Talent Management program enables these qualifications and talents to be systematically used in the operative process of a company. Most companies have a type(s) of employee appraisal system. Many companies are at a disadvantage of experiencing the lack of manual staff evaluation systems. Many individuals have trouble differentiating between performance management and performance appraisal. Performance Management is the process whereby the employees’ activities and outcomes are in line with the company’s objective and also ensures that whatever the outcome and activities involved, they are for the success of ...Download file to see next pagesRead More
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