Ge Money America

Assignment 1: GE Money America

Regina Fernanders

October 31, 2015

HRM 532:  Talent Management

Dr. Frost

GE Money America

        Provide a brief description of the status of the company that led to its determination that change was necessary.  In 2000, GE Money realized that the company was not getting it right in reference to its staffing process.  GE found themselves spending more money to hire new talent and realized that the turnaround was way to long for it to be beneficial.  The staffing issues where too much for the company to handle alone, the interviewing process was no good, the candidate pool was all wrong and the cost to hire a new person was excessively expensive, the whole process was unsustainable.  Even with the right process in place to attract candidates, GE still had trouble in managing the high volume of applicants it had.  

GE faced a lack of effective applicants tracking tools designed for high volume, nonexempt hiring, there was limited outlets for candidates to apply for position, which lower the chances of finding high quality applicants.  They also need a successful management of phone interview and onsite interview scheduling, its good when you start getting applicants to apply but if you have, nothing in place to organize the selection process it can become cumbersome.  The company was also dissatisfied with their current methods of generating and implementing and effective method for research and advertising, the company wanted to improve the way in which they tracked their advertising spending in order to accurately calculate cost per hire and manage their annual budget (Goldsmith & Carter 2009).  Some other challenges the company faced was lack of advertising budget management and tracking of spending, inconsistent process across all client locations, and lack of resources to research best ways to advertise and reach target candidates.  The above-mentioned are all reasons why GE Money America aka “Synchrony Bank” concluded that a change was necessary.

        Identify the model for change theory typified in the case study of your choice.  Discuss what led you identify the model that you did.  A theory of change is essentially a comprehensive description and illustration of how and why a desired change is expected to happen in a particular context.  It focuses in particular on filling in what is missing between what a programs or change initiative does and how these lead to the desired goals achieved.  By first identifying the desired long-term goals and then use them to identify all the outcomes that must be in place for the goals to occur.  Defining your work and the systems, strategies, and activities that support it is a challenge. It requires a clear link between ideas about how a system can be built and the actual strategies implemented. Creating this clear link can be accomplished through the use of theory-based frameworks. These frameworks are tools that can guide you through the process of articulating ideas about the best approaches for developing programs and solutions. Organizations can benefit from using theory-based frameworks because they make explicit links between ideas or theories of change, the strategies they plan to implement, and the outcomes they hope to achieve.

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