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Employee DevelopmentEmployee Development
Discuss the current trend in using formal education for development.Relate how assessment of personality type, work behaviors, and job performance can be used for employee development.Develop successful mentoring programs.Explain how job experience can be used for skill development.Tell how to train managers to coach employees.Discuss the steps in the development planning process.
Chapter
9
Employee DevelopmentEmployee Development
Explain the employees’ and company’s responsibilities in the development planning process.Discuss what companies are doing for management development issues including succession planning, melting the glass ceiling, and helping dysfunctional managers.Explain how employee development contributes to strategies related to employee retention, developing intellectual capital, and business growth.
Chapter
9
Comparison between Training and Development
Comparison between Training and Development
Focus
Use of work experience
Goal
Participation
Training
Current
Low
Preparation for
current job
Required
Development
Future
High
Preparation for
changes
Voluntary
Development and CareersDevelopment and Careers
A protean career is a career that is frequently changing based on both changes in the person’s interests, abilities, values, and changes in the work environment.
A psychological contract is the set of expectations that employees and employers have about each other.
psychological success is the feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work.
Approaches to Employee Development
Approaches to Employee Development
Formal educationAssessment
Myers-Briggs testAssessment centerBenchmarksPerformance appraisals
Job experiencesInterpersonal relationships
Assessment CentersAssessment Centers
At an assessment center, multiple raters or evaluators evaluate employees’ performance on a number of exercises.
Usually off-site.Types of exercises include:
Leaderless group discussionInterviewsIn-basketsRole plays
Feedback SystemsFeedback Systems
Upward feedback is a performance appraisal process for managers that includes subordinates’ evaluations.
360 Degree Feedback is a performance appraisal system for managers that includes evaluations from a wide range of persons who interact with the manager.
Employee Development ExperiencesEmployee Development Experiences
Enlargement of current job experiences
Promotion
Downward Move
JobRotation
Transfers
Temporaryassignments with
another organization
Lateral Moves Vertical Assignments
Upward-Downward Lateral MovesUpward-Downward Lateral Moves
JOB
BOSS
SUBORDINATE
Promotion
Demotion
TRANSFER
Job ExperiencesJob Experiences
Job enlargement refers to adding challenges and new responsibilities to employees’ current jobs.
Job rotation involves providing employees with a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.
A transfer is usually a lateral move in which an employee is given a different job assignment in a different area of the company.
A downward move occurs when an employee is given a reduced level of responsibility and authority.
Temporary AssignmentsTemporary Assignments
Externship refers to a company allowing employees to take a full-time operational role at another company.
Temporary assignments can include a sabbatical which is a leave of absence from the company to renew or develop skills.
Characteristics of Successful Mentoring Programs
Characteristics of Successful Mentoring Programs
Participation is voluntaryMatching process if flexibleMentors are chosen on ability and willingnessPurpose is clearly understoodProgram length is specifiedMinimum level of contact is specifiedContact among participants is encouragedProgram is evaluatedEmployee development is rewarded
Benefits of Mentoring Relationships for Protégés
Benefits of Mentoring Relationships for Protégés
Career SupportCoaching, protection, sponsorship, and providing
challenging assignments, exposure, and visibility.Psychological support
Serving as a friend and role model, providing positive regard and acceptance, and creating an outlet for a protégé to talk about anxieties and fears.
Additional benefitsPromotion, higher salaries, and greater influence.
CoachingCoaching
A coach is a peer or manager who works with an employee to motivate him, help him develop skills, and provide reinforcement and feedback.
Three roles a coach can play include:one-on-onehelp employee learn for himself or
herselfmay involve providing resources such
as mentors, courses, or job experiences
Career Management ProcessCareer Management Process
Self-assessment
Reality Check
Goal Setting
Actionplanning
• Identify opportunities and needs to improve
• Identify what needs are realistic to develop
• Identify goal and method to determine goal progress
• Identify steps and timetable to reach goal
Special IssuesSpecial Issues
Melting the glass ceilingThe glass ceiling is a barrier to advancement to higher-
level jobs in the company that adversely affects women and minorities.
Succession planningIdentifying high-potential employees.
Dysfunctional managers