Beruflich Dokumente
Kultur Dokumente
Chapter 9
Employee Development
McGraw-Hill/Irwin Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.
Learning Objectives
Explain how employee development contributes
to employee retention, developing intellectual
capital and business growth strategies.
9-2
Learning Objectives
Develop successful mentoring programs.
9-3
Training and Development Comparison
Training Development
Focus Current Future
9-4
Development and Careers
Development - formal education, job experiences, relationships
and assessment of personality and abilities that help employees
prepare for the future.
9-5
Assessment Centers
At an assessment center,usually off-site, multiple raters
or evaluators evaluate employees’ performance on
numerous exercises.
9-6
Employee Development Approaches
Formal Education
Assessments
Myers-Briggs test
Assessment center
Benchmarks
Performance appraisals
Upward feedback
360-Degree Feedback Systems
Job Experiences
Interpersonal Relationships
9-7
Job Experiences Used for Career Development
Vertical
Promotion Assignments
Lateral Moves
Transfer
Enlargement of (lateral move)
Job current job
Rotation experiences
(lateral move)
Temporary
assignments,
Downward
projects &
move
volunteer work
9-8
Job Experiences
Job enlargement - adding challenges or new responsibilities.
9-9
Temporary Assignments
Externship refers to a company allowing
employees to take a full-time operational
role at another company.
9-10
Successful Mentoring Programs
Participation is voluntary
Matching process is flexible
Mentors are chosen on ability and willingness
Purpose is clearly understood
Program length is specified Minimum level of
contact is specified
Contact among participants is encouraged
Program is evaluated
Employee development is rewarded
9-11
Benefits of Mentoring Relationships
Career Support
Coach, protect, sponsors 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.
9-12
Coaching
A coach is a peer or manager who works
with an employee to:
motivate
develop skills
provide reinforcement and feedback
9-13
Career Management Process
Action
planning
Identify
needs
realistic to Goal Identify
develop steps&
Identify Setting
timetable to
opportunities
reach goals
to improve Reality
Identify goals
Check & methods to
Self- determine
assessment progress
9-14
Glass Succession
Ceiling Planning
Special
Issues
Dysfunctional
Managers
9-15
Summary
Various development methods include formal education,
assessment, job experiences and interpersonal relationships.
9-16