Case study: Finding the Right View: Developing Local Talent

in Local Markets

In Shanghai, Bombardier Transportation $($BT$)$ General Manager Thomas Mueller is preparing for the annual performance management process $($PMP$)$ reviews and talent review input for the procurement functional 'talent day'. He has completed two and a half years of his three$-$year assignment and is currently working on developing a local successor in his role. However, Thomas is also considering a one$-$year extension to his current role.

Thomas takes his role as people manager seriously, acting as a talent champion and preparing for outstanding performance reviews properly. In BT$,$ talent reviews and annual performance management process $($PMPs$)$ are important, and the information obtained from PMP discussions is used as the basis for management's preparation in the talent review process. Thomas will actively assist employees in achieving their objectives by providing open and honest feedback regularly, conduct meaningful discussions resulting in agreed$-$upon objectives fulfilling SMART criteria, and develop objectives for each annual cycle and review and rate employee performance and behavior at the end of each cycle.

Thomas is working with his potential successor, Mr$.$ Li Wei, who has worked in the office for nine years and is well respected by every employee. He has noted several positive performance characteristics and some areas for potential improvement in order to be ready for the year$-$end performance review.

Some positive feedback examples include business acumen, holding people accountable and driving for results, negotiation, and change leadership. Thomas has noted several positive performance characteristics and areas for improvement, such as building partnerships, improving communication, and adapting to the changing situation.

In conclusion, Thomas Mueller is facing challenges in his role at Bombardier Transportation, including the need for a more proactive approach to supplier negotiations, improved communication, and change leadership.

Thomas, a manager in Shanghai, is considering Li Wei's performance and behavior, which he believes will be unsatisfactory. He has received feedback from key stakeholders and is unsure if Li Wei is ready to fill in for him when his assignment ends in six months. The company runs two other production sites with procurement teams, and Mrs$.$ Zhang Li could be a potential successor in one to two years.

To better prepare, Thomas reviews the company's people manager handbook and learns about the annual performance management process $($PMP$)$ and feedback rules. He also learns that succession management is not just replacement management but also involves the development, replacement, and strategic application of key people over time. Succession management requires identifying the organization's values, mission, and strategic plans and is a proactive approach that ensures continuing leadership by cultivating talent from within the organization through planned development activities.

Thomas struggles to detach his personal commitment to local operations from the talent and performance systems. He questions the trade$-$offs between the long$-$term goal of 'deep roots in local markets' and 'transparent and measurable' business performance processes. If Li Wei is not ready, is it Thomas' fault? Does Thomas really want to spend another year in Shanghai helping to grow deeper roots? The local classic rock station playing in the background starts with the first few bars of "Should I Stay or Should I Go$?"$ by The Clash.

Questions:

$1-$ What decision about the future would you take if

you were Thomas and why?

$2-$ From the company$$s perspective: which solution

brings more benefit to the business in this case?

Do you follow the $$local roots in local markets$$

strategy? Why $($not$)?$

$3-$ How can Thomas prepare the feedback for the

performance review meeting with Li Wei? Prepare a

red thread of the conversation for Thomas as well as

argumentation points for his rating $3.$ What obstacles do you see from an intercultural perspective?