Emera Maine Case Study

1550 Words4 Pages
bulb-icon

Recommended: Challenges and contributions that an increasingly diverse workforce presents

Introduction A wholly owned subsidiary of Emera Inc., Emera Maine is a transmission and distribution electric utility servicing northern and eastern Maine. Emera Inc. is an international energy and services company, their core business is gas, electricity, and utility services with several affiliates operating in the United States, Canada, the Caribbean, and Newfoundland (Emera Maine company & governance, n.d.). Due to geographic location and regulation each affiliate operates independently with few shared services. Emera Maine employees more than 400 employees, 175 of those employees are a unionized workforce represented by the International Brotherhood of Electrical Workers 1837 (IBEW Local 1837). The unionized workforce …show more content…

Noe (2013) explains “According to the U.S. Bureau of Labor Statistics, five generations will participate in the workforce in 2012, each one with unique and similar characteristics to the others.” Several generations of workers are employed at Emera Maine including Baby boomers, Generation X, and Millennial. Noe (2013) explains “…to successfully manage a diverse workforce, managers and supervisors must be trained in a new set of skills…” Currently, training to manage a diverse workforce does not exist at Emera Maine. Managers and supervisors responsible for workgroup that include multiple generations are left to their own …show more content…

• Identify types of training and development required to attract, retain, and develop talent. • Identify competencies needs that are critical for the organization to succeed and meet the business strategy. • Make a plan to link training and development to the business strategy that is understood by employees at all levels and their customers and ensure senior leadership publicly supports the training and development (Noe, 2013) Competency Gaps: Current Workforce Business Conditions. In 2014 Emera Maine was formed from the merger of Bangor Hydro Electric and Maine Public Service, during the period leading up to and after the merger there was a concentrated effort to align as many business practices as possible. This activity resulted in many changes to how employees conducted their work, positions were consolidated and procedures were changed. Additionally, some key employees left the company for new opportunities leaving gaps in the workforce. The effects of these changes remain today, and as discussed in Noe (2013) losing key employees causes delays or hinders an organizations ability to take on projects or new tasks. At Emera Maine we continued forward with little adjustment

Show More
Related

  • Lincoln Electric Company: An Analysis Of The Lincoln Electric Company

    797 Words  | 2 Pages

    Employees and customers have been of high importance through the years at Lincoln Electric Company. Employees are valued and compensated well for their productivity, performance and reliability. The goal has always been to have mutual respect with both the employees and the customers. When an employee or customer has something to say, whether it’s positive or negative, they know they are going to be heard.

    Read More

  • Kaizen Case Study Essay

    1078 Words  | 3 Pages

    The training program should be designed which covers all of its employees and they need to identify which part of its organization is bad need of training and they need to start designing its training program from that part. This training program should need support from superiors, trainers and trainees.

    Read More

  • General Electric Case Study

    639 Words  | 2 Pages

    GE discovered a humongous gap within the management structure and established a plan to fill the break. The three levels of management implemented with GE is to ensure proper the training and information flow between corp...

    Read More

  • Lincoln Electric Company: Harvard Case Study

    1029 Words  | 3 Pages

    ...ible if Lincoln Electric stopped prioritizing its employees. By making sure to look out for its employees’’ well-being, the company can stay aggressive and stable without stagnation or lawsuits. Ultimately, the company sounds like it blends traditional management elements with an above-average attention to employee morale, training, and well-being. For a place that’s nearly two hundred years old, with thousands of satisfied employees, this is an impressive track record. Other companies should look at the management style present at Lincoln Electric for proof that companies can make profits and still put their employees above stakeholders.

    Read More

  • Kmart Case Study

    1083 Words  | 3 Pages

    What core competencies do you think the company has and what is needed to exploit opportunity and counter threats.

    Read More

  • Healthcare Directional Strategy

    550 Words  | 2 Pages

    For this it is important to effectively communicate with the lower-level managers and employees as they cannot perceive the intended directional path where the manager and organization wants to be unless they understand the strategic course proposed by management is reasonable as well as beneficial and to support for the vision healthcare managers should address the employee concerns by providing updates, progress and showing positive support. Overall, for any organization it should be a collaborative team effort in crafting and executing a directional strategy rather than viewing this as a top level management function which involves owners, senior executives and board

    Read More

  • Resources and Capabilities Report: McDonald´s

    1805 Words  | 4 Pages

    First you need to identify the organization’s internal and external resources, organization’s strengths and weaknesses as compared to its competitors and the opportunities it has for better utilization of resources.

    Read More

  • Analysis of Resources, Capabilities, and Core Competencies of Tesco

    1946 Words  | 4 Pages

    Selecting a business strategy that details valuable resources and distinctive competencies, strategizing all resources and capabilities and ensuring they are all employed and exploited, and building and regenerating valuable resources and distinctive competencies is key. The analysis of resources, capabilities and core competencies describes the external environment which is subject to change quickly. Based off this information a firm has to be prepared and know its internal resources and capabilities and offer a more secure strategy. Furthermore, resources and capabilities are the primary source of profitability. Resources entail intangible, tangible, and human resources. Capabilities describe environment and strategic environment. Core competencies include knowledge and technical capability. In this section we will attempt to describe in detail the three segments which are resources, capabilities, and core competencies.

    Read More

  • Professional Development

    3182 Words  | 7 Pages

    Task 1. Be able to assess personal and professional skills required to achieve strategic goals

    Read More

  • Core Values Of An Organization Case Study

    824 Words  | 2 Pages

    Identify some core values of this organization as best as you can. What do they believe in (beyond organizational success or profitability)? How might their revealing these values to customers and employees create opportunities to exceed expectations? How can they translate core values into actions to produce A-plus value, thus strengthening relationships?

    Read More

  • Diversity Management

    940 Words  | 2 Pages

    Training and development is essential to employee’s retention, loyalty and overall satisfaction. When employees feel there is opportunity within a company and diversity leading the way employees pride and productivity is enhanced.

    Read More

  • Employee Training and Career Development

    1312 Words  | 3 Pages

    Training and development are important factors to the success of any organization. Each employee is a valuable asset that can either add to the success a company or contribute to its failure. Training supports and makes possible the development of new skills and knowledge. Offering training for employees at various levels within an organization assist employees develop the necessary skills and proficiency to be successful in their careers as well as prepare for new responsibilities.

    Read More

  • College of Business Development Plan

    1100 Words  | 3 Pages

    A development plan that is strategically developed and vigilantly drafted affords employees the opportunity to expand their talents, advance their career paths, and by extension enhance the organization (Insperity, 2012). In order to obtain benefits from employees, an organization needs to continually invest in their development. The individually developed plans will focus on personal and professional opportunities to develop talents that will enhance performance. Continuous educational opportunities are the goals of this plan.

    Read More

  • Talent Multiplication Essay

    950 Words  | 2 Pages

    The first step is defining the overall strategy of the business with the emphasis on its human capital strategy for without the high performance talent, all of these key drivers will not be possible. The strategy should include leadership, critical skills, organization and culture. Successful businesses differentiate themselves through impactful leadership, critical skills in the workforce, connected and structured organization and a culture formed to work for the success of the business instead of against

    Read More

  • Importance Of Employee Training And Development

    714 Words  | 2 Pages

    The organization should focus on the training which is apt for its future progress. This is possible only when the goals of the organization are clearly defined. Also, selecting the appropriate employees for a particular training program is essential. Unlike the career and management development, which is required by all the employees, the skill-based training programs are only for those whose jobs are influenced by the knowledge. The employee training and development programs should be relevant to the current requirements. The training should be handled by technical experts or experienced employee in an interactive way. The use of tools during the training like white boards, slide shows, videos is equally important to make it engaging for the

    Read More

More about Emera Maine Case Study

Open Document