Lecture Human resource management: Gaining a competitive advantage (9/e) – Chapter 9: Employee development

Chapter 9 - Employee development. In this chapter, the learning objectives are: Explain how employee development contributes to strategies related to employee retention, developing intellectual capital, and business growth; discuss the steps in the development planning process; explain the employees'' and company''s responsibilities in planning development;...

Chapter Employee Development Copyright © 2015 McGraw­Hill Education. All rights reserved. No reproduction or distribution without the prior written consent of McGraw­Hill Education Employee Development Approaches  Formal Education  Assessments     Personality Tests and inventories such as Myers-Briggs, etc Performance appraisals Upward feedback 360-Degree Feedback Systems  Job Experiences  Interpersonal Relationships 9­2 Skills for Managerial Success  Do Whatever It Takes  Lead  Build & Mend Relationships  Develop  Team  Balance  Hire Talented Staff  Put Others at Ease 9­3 Job Experiences for Career Development Vertical Assignments Lateral Moves 9­4 Job Experiences  Job enlargement - adding challenges or new responsibilities  Job rotation-moving a single individual from one job to another  Transfer-moving an employee to a different job assignment in a different area of the company  Promotions - advancement into positions with greater challenge and more authority than previous job  Externship refers to a company allowing employees to take a full-time operational role at another company 9­5 Successful Mentoring Programs  Voluntary participation  Flexible matching process  Mentors chosen on ability & willingness  Clearly understood purpose  Program length specified  Minimum level of contact specified  Contact among participants encouraged  Program evaluated  Employee development rewarded 9­6 Benefits of Mentoring Relationships  Career Support  Coach, protect, sponsor and provide challenging assignments, exposure and visibility  Psychological Support  Serve as a friend and role model, provide positive regard and acceptance and create an outlet for a protégé to share anxieties and fears  Group Mentoring Program  A program pairing successful senior employees with less experienced protégés 9­7 Career Management Process Identify opportunities to improve Identify needs realistic to develop Identify goals & methods to determine progress Identify steps & timetable to reach goals 9­8 Development Plan 9­9 9­10 Summary  Development methods include formal education, assessment, job experiences and interpersonal relationships  A coach is a peer or manager who works with an employee to motivate, develop skills and provide reinforcement and feedback  Succession planning is the identification and tracking of high potential employees capable of filling higher-level managerial positions  A mentor can help employees better understand the company and gain exposure to key persons  Employees should have a development plan 9­11 ... friend and role model, provide positive regard and acceptance and create an outlet for a protégé to share anxieties and fears  Group Mentoring Program  A program pairing successful senior employees... to another  Transfer-moving an employee to a different job assignment in a different area of the company  Promotions - advancement into positions with greater challenge and more authority than.. .Employee Development Approaches  Formal Education  Assessments     Personality Tests and inventories such as Myers-Briggs, etc Performance appraisals Upward feedback 360-Degree Feedback