How A Collaborative Effort Can Prevent A Worst Case Climate Scenario
Write at least 500 words on what you learned from listening to him, including solar power solutions and why other alternatives fall short. Please, no more than 10% quotes from the video. Use the required format: Times New Roman font, 12 pt. font size, text width of 6.0 inches, single spaced. Upload it to the dropbox entitled “Dr. Nate Lewis Summary” by midnight Sunday.
Below is a longer seminar by Dr. Lewis entitled “Powering the Planet”, which you can summarize for extra credit (10 points).
position, even if that specific employee does not have the required experience but have the minimum qualification or vice versa this employee can be given a chance then the company will help this employee to fill in the gap so as to develop the required skills. For example: If a manager is hired due to the exposure in the specific division this manager can be sent for Management training program just to prepare for management skills. Other initiatives includes: sending employees to seminars, skills upgrades for Electricians at Namibia Institute of Mining Technology, offering bursaries to students in the field of Electrical Engineering and Information Technology and study aids. The main objective of talent management as mentioned in the literature is to developing individuals as well as growing future senior managers, therefore Erongo RED does this in order to ensure that it prepare its employees for future leadership positions. 4.4.6 Critical skills gap analysis Erongo RED does critical skill gap analysis this help the management in compiling the skill record of critical and uncommon skills that have the potential of affecting the current as well as future business performance capability. They also recognize the skills development needs of talents pools in the company thus make it easy for management to develop as well as implementing an effective Human Resource Development strategy. 4.4.7 Connection of team goals to corporate goals Strategic goals in Erongo RED are cascaded to all business units and each business unit has strategic objectives that are linked to overall company objectives so that employees and business units are not working in silos. 4.4.8 Talent Retention It is the responsibility of every supervisor in Erongo RED to take ownership and retain the talent for the people under s/he supervision. Superiors at Erongo RED are advised to maintain that the company does not lose the talented employees. Supervisors can either provide these talented employees with other opportunities so that their talents are not lost. Erongo RED is one of few companies that have best remuneration and benefit structures which the company provides far beyond the market. Included in the benefits is the 100% subsided medical aid for member plus five dependants. These are some of many retention strategies that the company has employed. Erongo RED has thus managed to retain for quite a long time the skill of its many employees especially those in critical positions for example Engineers and Electricians. Various training development opportunities are also part of the company’s retention strategy. In the literature we read that in order to attract as well as to retain talent for compatibility, there should be the fit between the employer and employee, Lockwood (n.d), therefore this imply that Erongo RED is trying by all means to ensure that there is a fit between Erongo RED its employees. 4.4.9 Workforce productivity Erongo RED continuously tries to improve as well as become efficient and effective and try to identify and track the leading indicators of workforce productivity. The compa>GET ANSWER