Question:
As director of HR planning, you are responsible for reporting to Acme’s board on the current strength of the managerial bench and proposed strategies to ensure continuing bench strength. Specifically, you have to undertake the following in preparation for the next board meeting:
1. Analyze Acme’s current results on the managerial bench strength indicators shown below. What do these tell you about the strengths and challenges facing Acme in ensuring continuing managerial bench strength?
2. Given these strengths and challenges, what strategies would you propose for the board’s consideration?
*Hypothetical industry benchmark results
INDICATOR
DESIRED RESULT
ACME’S RESULT
Managerial turnover rate
Around the 25th percentile for the finance sector, which is currently 5-6% 3-5%
Sub-manager turnover rate
Around the 25th percentile for the finance sector, which is currently 7-8% 12.4%
Successor pool depth
Around the 25th percentile for the finance sector, which is currently 3 successors per manager 4.1 successors per manager
Managerial hiring source ratio
Around the 75th percentile for the finance sector, which is currently 2.5
(i.e. there are 2.5 internal manager recruits for every external manager recruit 0.9 internal manager recruits for every external manager recruit Successor quality rating
The Term Paper on Analysis of Wal-Mart Managerial Accounting Process
Company Description For the final project of managing finance Wal-Mart Stores Inc is chosen as the discussion target. Being one of the grocery retail shop leaders in the world, Wal-Mart (WM) operates business with 10,000 retail units in 27 countries with about USD444 million of sales in 2012 (Wal-Mart homepage 2012). Driven by the corporate strategies, WM growth rapidly around the world. To ...
The average performance appraisal rating system is bet. 4 and 6. 6 is the max rating in Acmes performance management system. No industry benchmark is available for this measure. 5
Answers:
INDICATOR
STRATEGIES GIVEN THE RESULTS SHOWN ABOVE
Managerial turnover rate
Sub-manager turnover rate
Successor pool depth
Managerial hiring source ratio
Successor quality rating
