Michele Terry the Aspiring Banking Executive

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the requirements for the position in which she desired. The bank also did not provide any awareness for developing their employees who were desirous of advancement.

Recommendation

With the use of the career appraisal process, Michele would have had the opportunity to evaluate and reconsider her career choice of becoming the executive vice president at the Federal Bank. Had Michele used this process she would not of being disappointed that she would not be able to advanced to the position she desired, because she would have known if her goal was desirable and feasible (Greenhaus, Callanan et al. 2010, p.56). She would of being prompted to shift her goals. Michele did not evaluate her environmental exploration within the Federal Bank to determine if she was qualified for the position as executive vice president. According to Greenhaus, Callanan et al. (2010, p.51), the career exploration provides information on jobs that an employee is qualified for. In the case of Michele, had she utilized the career exploration as a guideline to determine if she was qualified for the position in which she desired and the experiences she needed to advance to that position, she would of known that she did not meet the requirements for the executive vice president position. Ovando M. (1994) described constructive feedback as an essential element for everyone in an organization’s workforce. Giving feedback is a task performed repeatedly as manager or supervisor, letting people know where they are and where to go next in terms of expectations and goals – yours, their own and the organization. Michele used the feedback from her peers in the financial industry as a tool to determine that she was not heading in the right direction to accomplish her goal.

Conclusion

The organization needs to realize the effectiveness of succession planning and career planning which is essential in today’s competitive world. In order to hunt and value the talents that the organization has in the talent pool, is a comprehensive succession planning. According to Rothwell W., Jackson R., Knight S., & Lindholm J. (2005), succession planning consists of a systematic, long- term approach to meeting the present and future talent needs of an organization to continue to achieve its mission and meet or exceed its business objectives.

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