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MGT 483 Chapter 9: Employee Development & Career Management

Terms in this set (11)

What is employee development?
formal education, job experiences, relationships and assessments of personality/skills that help employees prepare for the future

-more voluntary, future-focused

-coaching, mentoring, career planning
What is employee development's role in the broader T&D picture?
It's still considered a "formal program", so we're still going to apply the design models (i.e. ADDIE)

Still primary objective is learning so that we can increase human capital and ultimately improve on business goals
Discuss the steps of the employee development planning process (Step 1)
- Self-assessment - goal is to identify gaps between current skills/interests and type of work or position employee wants

Tools:
- Personality/interest/value tests: MBTI, Strong-Cambell Interest Inventory, DISC
- Strengths-based assessments: Strengths-Finder
- Skills/capabilities assessments: tailored to work/profession
- Guided self-reflection, narrative processes

-Employee responsibility: identifies opportunities and needs to improve

-Company responsibility: provide assessment information to identify strengths, weaknesses, interests, and values
Discuss the steps of the employee development planning process (Step 2)
- Reality check - goal is to identify what needs are realistic to develop

Tools:
-Performance appraisal
-Strategic plan
-Conversation with manager/mentor

Ask yourself:
-What can you realistically focus on in the next month/3 months/6 months?
-Who else needs to be involved?

-Employee responsibility- identify what needs are realistic to develop

-Company responsibility- communicate performance evaluation, where employee fits in long-range plans of the company, changes in industry, profession, and workplace
Discuss the steps of the employee development planning process (Step 3)
-Goal setting- goal is to develop and commit to goals aligned with (realistic) developmental needs

Tools:
-Long-term objectives
-SMART goals
-PDP (personal development plan)

Employee responsibility: identify goal and method to determine goal progress

Company responsibility: ensure that goal is SMART, commit to help employee reach the goal
Discuss the steps of the employee development planning process (Step 4)
- Action planning- goal is to build a strategy, specifying developmental methods and opportunities and alignment with goals

Tools:
-PDP (professional development plan)
-Developmental methods/approaches
-Time-tables & planning tools

Employee responsibility- identify steps and timetable to reach goal

Company responsibility- Identify resources employee needs to reach goal, including additional assessment, courses, work experiences, and relationships
What are formal education programs?
include off-site and on-site programs designed specifically for the company's employees, short courses offered by consultants or universities, executive MBA programs, and university programs in which participants actually live at the university while taking classes

-Tuition reimbursement (reimbursing employees costs for college and university courses and degree programs)

-Internal programs (Corporate Universities)

-External classes/programs (Higher Ed. Or development consultants)
How can an assessment be used in effective employee development?
-it involves collecting information and providing feedback to employees about their behavior, communication style, or skills.

-Personality/Interest/Value Assessments
MBTI (Myers-Briggs Type Inventory) personality type assessment

-Skill/competency assessments

-Performance appraisal- process of measuring employees' performance
360 feedback
How can job experiences be used in effective employee development?
Most employee development occurs through this, along with job relationships, problems, demands, tasks, or other features that employees face in their jobs

-Stretch assignments: to succeed in the task/job employees must stretch their skills. It refers to assignments in which there is a mismatch between the employee's skills and past experiences and the skills required for success on the job.

-Job enlargement, rotation, and moves: refers to adding challenges or new responsibilities to employees' current jobs. It also helps with development.
What is relationship-based development?
employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organization member
Two types of relationship-based development
1. Mentoring- an experienced, productive senior employee who helps develop a less experienced employee

-Works best when formal program designed to feel as "organic" as possible

-"Fit" between mentor & protégé is a critical factor

-Maximize mentor/protégé autonomy

2. Coaching- a peer or manager who works with employees go motivate them, help them develop skills, and provides reinforcement and feedback

-Feedback-intensive (one-to-one)

-Personal development guide (helping employee learn from themself)

-Link to other resources (connecting employee to other opportunities to learn)
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