Term Paper

Of
Human Resource
Management
On
“CREATING LEADERSHIP
PIPELINE”
Submitted To:
LSB, LPU, Punjab

Submitted By:
Ashwani Kumar
MBA-International Business
ashwanikkundu@gmail.com
 INDEX

a. Articles:-

1. Building diversity in the pipeline to corporate leadership

2. Delivering gender diversity: beyond the business case

3. Home-Grown Managers the Cure for Corporate Leadership Ills

4. The 'Summit' of Safety

5. Developing transnational leaders: five paradoxes for success

6. The future of human benefit knowledge: Notes on a World Brain for the 21st
century

7. Fulfilling the Promise of Career Development: Getting to the "Heart" of the Matter

8. The myth of the female executive

9. Integrating leadership development and succession planning best practices

b. INTRODUCTION

c. METHODS

d. BENEFITS OF THE LEADERSHIP PIPELINE

e. CONCLUSION

f. REFERENCES
Articles:-

1. Building diversity in the pipeline to corporate leadership

Claire McCarty Kilian, Dawn Hukai, C Elizabeth McCarty. The Journal of Management
Development. Bradford: 2005.

According to Mr. Claire Mc Carty Kilian, Dawn Hukai and C Elizabeth McCarty the
intervention have been removing barriers to the success of women and people of color in
corporate environment. This paper actually focuses on successful intervention. In this paper the
issues are reviewed to determine the skills needed to force the diversity in executive
development. Practical issues are discussed because the common barrier to minority and added
about roles and abilities, personal networks, lake of experience and particularly for women
family responsibilities.

2. Delivering gender diversity: beyond the business case

Sarah Churchman, Cleo Thompson. Strategic HR Review. Chicago: 2008.

According to Sarah Churchuman and Cleo Thompson the development and implementation of a
diversity recruit, retain and promote the partnership positions of women in professional services
firm. This is representing the women position in leadership pipeline and examines the issue of
gender equality at partnership level in a limited liability. This shows the leaking pipeline of
future leadership.

3. Home-Grown Managers the Cure for Corporate Leadership Ills

PR Newswire. New York: Nov 29, 2005.

According to PR Newswire the leadership pipeline is like a system that act as a instrument which
has able to ensure the steady flow of effective. It is measuring the leadership talent with same
rigor because they have applied long financial and physical assets. Leadership pipeline solve the
business issues and proven the expertise the management, sales and service performance and
implementation of building customer experience.

4. The 'Summit' of Safety

Karen Ryan. American Gas. Arlington: Mar 2009

According to Karen Ryan the leadership pipeline is a key of safety of employee. It provides a
safety of approaches and specific aspects of employee. This study on the GAS Co. where the
coaching of the employee’s which is very important of the point of view of an employee. The
employee’s emergency responders and the key of minimize the incident of carbon mono oxide
poisoning. Because the leadership pipeline include education and safety of the employee’s
because the leadership pipeline include the coaching, training and development.

5. Developing transnational leaders: five paradoxes for success

Beth Fisher-Yoshida, Kathy Geller. Industrial and Commercial Training. 2008.

According Beth Fisher and Kathy Geller the leadership pipeline is depend on five paradoxes that
is given below-

Knowing (self and other)

Focus (individual and communal)
Communication (direct and indirect)
Action (doing and being)
Response (short and long term)

The employee, which is follow the paradoxes and working with clients then he or she create
strategies for building their talent pipeline and developing leaders at multiple managerial
levels.

1. The future of human benefit knowledge: Notes on a World Brain for the 21st
century

Michael Marien. Futures. Kidlington: Oct 2007.

According Micheal Marien the leadership pipeline is an adequate knowledge organization or

world brain where will be received, sorted, summarized, clarified and compared. The leadership
pipeline is based on the knowledge and brain of the employee.

2. Fulfilling the Promise of Career Development: Getting to the "Heart" of the Matter

Frans van de Ven. Organization Development Journal. Chesterland: Fall 2007.

According to Frans van de ven the leadership pipeline based on career development and
discussion between the individual and the manager, finding the best fit between the individual
career and the business objective and resulted in a targeted and actionable development plan.
This study focuses on the processes used by the talent development, and how they have
improved quality, focus and candor of these career development and actionable career
development plans.

3. The myth of the female executive

Lori Bamber. BC Business. Vancouver: Jul 2004.

According to Lori Bamber the leadership pipeline is the myth of the female executive. This
study is based on the female pipeline which has more competitive. And the want women
in leadership positions, and keep hearing that these qualified, capable women are out there, but
the organization don't know them.' While that may be true, the bar may also be set higher for
those in skirts.

4. Integrating leadership development and succession planning best practices

Kevin S. Groves. The Journal of Management Development. Bradford: 2007.

According to Kevin S. Groves the leadership pipeline has based on development and succession
planning. . The purpose of this article is to present a best practices model for optimal
development of the leadership pipeline and a series of practical recommendations for
organizations. This study offers needed empirical support for the value of
integrating leadership development and succession planning practices through utilization of
managerial personnel. Management development practitioners will benefit from assessing their
respective organizations' current practices vis-a-vis those discussed here, while scholars may
utilize the best practices model for generating further research on the role of managerial
personnel in talent management systems.
 INTRODUCTION

The main objective of the study by the research paper is to understand the creating leadership
pipeline in an organization related to human resource management. Nowadays there are so many
growing needs to develop leaders within many corporations. The demand for leaders greatly
outpaces the supply. This realty comes an even greater challenge that to bring fresh ideas or to
just maximize the expertise of the home grown talents in New Blood. This paper sheds light into
this concern by introduce the leader ship pipeline. The series of levels leaders go through in
every organization. In every corporation there are many different methods to create leader ship
pipeline or to select the leader of the company. Because the leader of a corporation do their work
with the help of the employees or tend towards influencing people. Leaders have followers and
the leader focus on:
• Vision
• Persuasion
• Inspiration
• Motivation
• Relationships
• Team work
Because the task at the top of the human resources development and effectiveness select these
days is ensuring a deep supply of leadership talent. There are so many reasons that the
competition is fierce today than ever before and effective leadership represent a rare source of
competitive advantage. With a strong leader ship the pool of future leaders, organizations
prosper and endure.
Now a day the leader ship pipeline is act as a law supply and demand. Many corporations in
greater competition under increased pressure to perform put a profit on very low talent. This
defines an agenda for human resources and talent managers; creating integrated system for
churning out home grown leader’s talent. It is not enough to help individual be effective in their
current position. Every organization needs a talented manager who is ready to step into jobs for
great responsibility and hit the ground running. Today, this is the challenge weighing on the
talent profession.

METHODS:-

MODEL OF LEADERSHIP PIPELINE

There are many models of leadership pipeline which provides a significant diagnostic test that
helps pinpoint the suitable level and certain passage where the leadership pipeline problems
found.
The leadership pipeline model is important for three reasons:-

a) The common problems with first line managers who are stand the level of leadership.
b) Second problem is that the business manager end up doing more functional work.
c) The third problem with the group executives whose focus on more on the business
manager work rather than the group of businesses.
It provides a frame work upon which corporation can be built reconfiguring old ones. At each
way of leadership pipeline a person had a specific value, skills & capabilities and time frames
necessary. The model of leadership pipeline could be scaled for small and large organization and
describes six major leadership pathways.
MODEL 1:- MANAGING SELF-
In this model the name is define the its purpose that the manager should be skilled person
and he/she have the skills to Planning work, Assigning jobs, Motivating and coaching others and
measuring the others jobs. This model includes the first line managers.

Skills requirements
Time applications
Work values
Do the work within given time and in that ways where meet the
objectives.
Be punctual, specific plans that are why the work is complete on
time and be reliable.
Accept the organization culture and adopt the professional skills.
MODEL 2:- MANAGING OTHERS-
In this model the pathway of the leadership pipeline is often ignored due to the
assumption that managing others managers. In this model the first model also concluded and
other level are as below-
This level has not been mastered Views question from his /her, fixes their mistakes and refuse
to take ownership of the success of his/her.
Management role Create the performer measures so that they make the
transition effectively. Survey on the reports and get
feedback time to time and using the new skills that are
required.

MODEL 3:- MANAGING MANAGERS:-

This is the hardest pathway of leadership pipeline because it require an increase in managerial
level or maturity i. e. accept go of previous management work and instead focus on the functions
of the business. It is tougher because the managers did not observe that –
How to business start?
How to manage the business and value work?
Immature and believes that he must control everything.
So every manager observed these skills and managed the business properly.

MODEL 4:- FUNCTIONAL MANAGERS:-

In this leadership pipeline pathway requires increased managerial maturity. In sense of

maturity means new ideas and acting like a functional leader while a functional member. The
functional manager spend more time learning about all functional areas and they have produced
a long term strategy, state of art awareness and functional manager should be equal of what is
operationally and technically possible for the company.
MODEL 5:- BUSINESS MANAGERS:-

In the leadership pipeline the way is often most satisfy and challenging of a managers career.
Business manager are responsible for the bottom line in an organization. The functional
managers have more control and told about the organization strategies. These managers do not
able to assemble a team and not able to identify that how the business can earn profits, managers
have difficulty with the time management and ignores the soft issues.

MODEL 6:- GROUP MANAGERS:-

The group manager is also very important person for a corporation because they have
take good decisions that differentiate the business based results. They could be works with direct
reports to grow them the business leaders as well as growth of the organization. And they have
always seen the portfolio of organization and after evaluate they make future strategies.
Group managers must master these four skills-
I. Evaluate strategy
II. Develop business managers
III. Develop and implement a portfolio strategy
IV. Assess whether they have right core capabilities to win.

MODEL 7:- ENTERPRISES MANAGERS:-

The enterprise managers are the CEO’s and president of the companies. This way more
focus on values and skills & capabilities because this position requires a Visionary Leader. They
should set the direction and develop operating mechanism to know and drive the performance tht
is in tune with longer term strategy. They could understand that how the organization executes
and get things done. The enterprise managers assemble team and know about the others job. This
is the only position that must shape the soft side of enterprise.
BENEFITS OF LEADERSHIP PIPELINE:-

Organizations did not realize that its leaders are not performing at full capacity because they are
not holding them for the right things. Companies focus on the economic requirement of an
assign job while companies focus on skills, time application and work values of leadership level.
And a business manager is allowed to spend his/her time acquiring new customers rather than
effective business strategy.

A good leadership pipeline provide important benefits-

1) When companies established appropriate requirements for the leadership pipeline level
then the company could be greatly facilitate succession plan, selection process and
leadership development.

2) Managers could clearly see the gap between their current performance and desired
performance.

3) HR managers could make development decision based on skills, work values rather than
rely on generalized training and development program.

4) Leadership pipeline’s pathway provides organizations a way to improve selection.

5) A well defined pipeline provides corporation with a diagnostic tool that helps the
managers identify the difference between individuals capabilities and leadership levels.

6) Leadership pipeline helps corporation move people through leadership pathway at the
right speed. The pipeline provides a way to identify that any one is ready to move to the
next pipeline levels.

7) Leadership pipeline reduces the time needed to prepare an individual for top leadership
position in a corporation.

CONCLUSION
After the study I conclude that the leadership pipeline might be success if the organization
should be focus on planning and performance and continuous flow in the leadership pipeline.
Organization short term and long term plan must be simultaneously considered and transition
should be understood. A well pipeline is success if the standards performance and potential
converted into own organizational language. And monitor the plans and progress of entire
pipeline. So every organization should be maintaining the leadership pipeline which helps the
organization to select and recruit the employee. The leadership pipeline could base on the
training and development and recruitment.