Peter Arnold
Senior Vice President Human Resources and Health, Safety and Environment,
Capitol Power
Capital Power Corporation "Demerger": The creation of a new company
Summary
In a detailed presentation involving key personnel from Capital Power and EPCOR, the focus was on organizational restructuring and human resources strategies following the demerger of these entities. Brian Vaggio, CEO of Capital Power, was absent, but Scott Bratley and Peter Arnold led the discussion. Peter Arnold, the Senior Vice President of HR at Capital Power, discussed the strategic decision to spin off Capital Power from EPCOR through an IPO to facilitate growth in both the water and power sectors. This spin-off allowed Capital Power to operate independently, enhancing its ability to raise capital and focus on energy trading without city interference, mimicking a publicly traded company structure.
The discussion covered the importance of organizational design in aligning positions and matching personnel effectively during the demerger. The rapid implementation process prior to the IPO required swift and strategic alignment of teams and roles within both organizations. Arnold highlighted the cross-functional accountabilities and business planning processes that have been critical in maintaining operational efficiency and strategic focus post-restructuring. Additionally, the session emphasized the need for ongoing engagement and strategic involvement of HR to sustain organizational design and align it with business objectives, ensuring long-term viability and adaptability of the new structures.
The discussion covered the importance of organizational design in aligning positions and matching personnel effectively during the demerger. The rapid implementation process prior to the IPO required swift and strategic alignment of teams and roles within both organizations. Arnold highlighted the cross-functional accountabilities and business planning processes that have been critical in maintaining operational efficiency and strategic focus post-restructuring. Additionally, the session emphasized the need for ongoing engagement and strategic involvement of HR to sustain organizational design and align it with business objectives, ensuring long-term viability and adaptability of the new structures.
Transcript is not available
Ronald G. Capelle
President
Capelle Associates Inc.
Date
2012
Language
English
Video category
Major organizations and consulting firms that provide Requisite Organization-based services
A global association of academics, managers, and consultants that focuses on spreading RO implementation practices and encouraging their use
Dr. Gerry Kraines, the firms principal, combines Harry Levinson's leadership frameworks with Elliott Jaques's Requisite Organization. He worked closely with Jaques over many years, has trained more managers in these methods than anyone else in the field, and has developed a comprehensive RO-based software for client firms.
Ron Capelle is unique in his multiple professional certifications, his implementation of RO concepts through well designed organization development methods, and his research documenting the effectiveness of his firm's interventions
Former RO-experienced CEO, Ron Harding, provides coaching to CEOs of start-ups and small and medium-size companies that are exploring their own use of RO concepts. His role is limited, temporary and coordinated with the RO-based consultant working with the organization
Founded by Gillian Stamp, one of Jaques's colleagues at Brunel, the firm modified Jaques;s work-levels, developed the Career Path Appreciation method, and has grown to several hundred certified assessors in aligned consulting firms world-wide recently expanding to include organization design
Requisite Organization International Institute distributes Elliott Jaques's books, papers, and videos and provides RO-based training to client organizations