Additional Case 9.2
Martin, the director of HR at Austin Designs, is meeting with the career development team. The firm's CEO has decided that the company needs to invest the time and effort into improving the direction and development phases of the current career development program; however, development funds are limited. The CEO and most of the executive management team are self-made professionals who believe strongly in individual responsibility. The organizational structure of Austin Designs is very flat. The company has a wide variety of jobs but few levels of high responsibility. Feedback from employees suggests that they don't know when promotional opportunities are available.
-Refer to Additional Case 9.2.What would be the best directional tool for addressing the employees' complaint?
A) Establishing a job-posting system
B) Eliminating the firm's glass ceiling
C) Conducting more performance appraisals
D) Requiring annual skills assessment exercises

Question

Quizplus · Accepted Answer

Establishing a job-posting system would be the best tool for addressing the employees' complaint that they don't know when promotional opportunities are available. This would provide transparency in the promotion process and allow all employees to have equal access to information about job vacancies and requirements, creating a fair and open promotional process. It would also align with the CEO's belief in individual responsibility by putting the onus on employees to actively seek out and apply for new opportunities. Eliminating the firm's glass ceiling, conducting more performance appraisals, and requiring annual skills assessment exercises may be useful for other aspects of career development but do not directly address the employees' complaint about promotional opportunities.

Additional Case 9.2 Martin, the Director of HR at Austin Designs, Is Meeting