The Internal Revenue Service is the largest tax administration agency in the world and is the major revenue source for the government of the United States. Since the beginning of the technological era and the follow up of the economic crisis, the IRS was under a lot of pressure. IRS has to perform successfully within and accomplish their critical tasks within the specified time frame. Not only are they responsible for processing taxes, they also have the added responsibility of civil & criminal enforcement, educating & creating awareness of policies. They also have to usher the IRS services into the technological era, support electronic filing & online services. Another serious issue they face is large budget cuts & a workforce that is primarily …show more content…
The goals of this program were to develop IRS into an institution that attracts talent and to develop a large talent pool. They also realized that the systems & policies in place were outdated and so they had to modernize the IRS. In order to develop leaders in the IRS they had to focus on the competencies and characteristics that made good leaders at IRS. They hired consultants to work with them to develop the leadership competency model. The team identified five key areas of core responsibilities of a leader at IRS and according to these tasks and responsibilities developed the competency model. The staffing concerns at IRS lead to lack of leadership competencies resulting in poor structure and possibly failure. These concerns are being addressed with readiness training programs and Leadership Succession Review (LSR). The LSR program is designed to individually review candidates on the leadership competencies and help them develop into future leaders. The review consists of four …show more content…
Each employee involved in the process gets a report of readiness and competency assessment. They also get guidance and direction on development, training opportunities and together with managers create a career learning plan In an effort to stay with the times, IRS also digitized the LSR process. They set up a website with detailed instructions and tools for individuals to begin assessment of their leadership competencies. The results show significant improvement in talent attraction, retention & leadership development. The IRS has several other programs in the pipe line to keep moving in a positive direction. They have focus groups to discuss lessons learned, discuss possibilities and issues with current programs. They are using quality analysis tools like six sigma to streamline the WOT & LSR
Jay, J. (2012). Strategic Leadership Review, Volume 2, Issue 1. In Scholasticahq. Retrieved Janurary 26, 2013, from https://scholasticahq.com/supporting_files/397/attachment_versions/394.
Pierce, Jon L. and John W. Newstrom (2011) 6th edition. Leaders and the Leadership Process.
Facilitate and observe the assessors, supporting and advising on progression and development throughout training and assessment activities
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
ADRP 6-22: Army Leadership; Chapter 10: Organizational Leadership, HQ, Department of the Army, Washington, D.C, 10 September 2012
-Training: understanding the job well enough to know who to hire and how well they are doing.
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
In conclusion, Because Intuit is a software company mostly developed for tax preparation, Intuit main task was to customize a user contribution system to one of their products called TurboTax. . CIA would help answer users’ questions by posting the question for other users to answer. But the “Collective Intelligent Agent” faced much skepticism. One main problem most had with this system was its reliable. Most users felt more comfortable if tax experts provided the answers rather than ordinary users. All in all if CIA could were functional and applied the proper changes suggested in the pervious section, Intuit could potentially gain cost savings and lower service cost.
The only way to develop the kind of leaders a changing organization needs is to make leadership a critical criterion for promotion, and then manage people’s careers to develop it.
Many individuals and organizations, uses these tools to evaluate leadership abilities. It is almost similar to a SWOT analysis, which measures strengths, weaknesses, opportunities and treats. I find the LCSI extremely effective because it assesses leadership competencies in five major areas: personal, analytical, communication, organizational and positional competencies. Then, it further operationalizes the five important skills into core qualities that exceptional leaders own. After completing my scorecard, I was able to do my SWOT analysis. It assisted me to identify my strong and weak areas. In this pape...
With the increasing rate of the change in both business and economics leaders need to be more prepared to adapt and grow than ever before. With the myriad of advancements and modifications that have occurred holistically in the variety of influential sectors, there has come the need for dynamic and rounded leadership. For a leader to grow, advance, and otherwise generate levels of sufficient proficiency they must find personally assess their strengths and weaknesses and create a leadership development plan (Wille, Beyers, & De Fruyt, 2012). The simplest yet most useful tools for identifying the strengths and weaknesses of a leader are through the personal assessment of management skills assessment otherwise known as PAMS. Reflecting on the
Kouzes, J., & Posner, B. (2007). The Leadership Challenge (4th ed.). San Francisco, CA 94103-1741: Jossey-Bass.
Kouzes, J. M., & Posner, B. Z. (2012). The leadership challenge: How to make extraordinary
Northouse, P.. (2007). A Comparison of Management and Leadership Competencies. In: Leadership Theory and Practice. 6th ed. Thousand Oaks: SAGE Publications. p10
• New hire completes an Individual Readiness Assurance Test, which assess the learning needs of the new employee (Ouellette & Blount 2015).