Question

1. Outline the functional expertise component of this strategy and how it optimizes the company’s ability to identify highly qualified individuals for the Southern Company

Answer 1

When qualified talent was recruited so that leadership could be taken with the Southern Company to a new level they wanted a new strategy. This strategy had to be characterized by their key functional employees. The executives at this company had to go through a review of the educational experiences and background just so they could see if they were fitting for the strategy they formulated. When looking at data for an individual background it is to help them with the diversification of the workforce. The company was using their education to see what they accomplished once the information was collected it was used for determination for positions. Experience would be determined as well. They also wanted to use it to see who would still be a part of the company.

When they collected the information, they carefully considered who would have the ability to be identified as the individuals who would be high-qualified When looking at the Southern Company it was put in a position to re-evaluate their talent management needs and when they realized that their most valued senior employees would be up for retirement it caused them to come up with a total new strategy in order for there to be successand production within the company. Now they would have to focus on the new talent, train themand make sure that there are enough employees who can multitask if however a situation like thisoccurs. It was very interesting to see how important it is too have employees multitasking and training them to be ready to fit in where there needs a gap filled.