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Read free for 60 days Cancel anytime. Find: Highlight all Match case Current View Current View Enter the password to open this PDF file: File name: - File size: - Title: - Author: - Subject: - Keywords: - Creation Date: - Modification Date: - Creator: - PDF Producer: - PDF Version: - Page Count: - Combination of formal education job experiences, relationships, and assessment personality and abilities to help employees prepare for the future of their careers. Development is about preparing for change in new jobs, responsibilities, or requirements. -Focuses:
on current employees -focuses: on the future employee Protean career: A career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment. -to remain marketable, employees must continually develop new skills. Four approaches to employee development Interpersonal relationships, formal education, job experiences, and assessment. These may include workshops, short courses, lectures, simulations, business games, and experiential programs. -many companies operate training and development centers Collecting information and providing feedback to employees about their behavior, communication style, or skills. Information for assessment may come from the employees, there appears, managers, and customers. -Myers-Briggs Type Indicator (MBTO)®️ Myers-Briggs Type Indicator (MBTI) Psychological test that identifies individual’s preferences for source of energy, means of information gathering, way of decision-making, and lifestyle, providing information for team building and leadership development. -Most popular test for employee development. -Assessment consist of 100+ questions about how the person feels or prefers to behave in different situations. An assessment process in which multiple eaters or evaluators (assessors) evaluate employees’ performance on a number of exercises, usually as they work in a group at an offsite location. Performance appraisals can be used for development under certain conditions: 1. Appraisal system must tell employees specifically about their performance problems and ways to improve their performance. 2. Employees must gain a clear understanding of differences between current and expected performance. 3. Appraisal process must identify causes of performance discrepancy and develop plans for improving performance. 360° feedback can be use for development purposes: 1. Raters identify an area of behavior as a strength of the employee or an area requiring further development. 2. Results presented to employee show how rating on each item and how self-evaluations differ from other raters’ evaluations. 3. Individual reviews results, seeks clarification from raters, and sets specific development goals based on strengths and weaknesses identified. Job experiences: combination of tasks, relationships, problems, demands and other features of an employee’s jobs. Most employee development occurs through job experiences. Center for creative leadership found that the key job experience events included: Enlargement of current job Transfer, downward move, job rotation, and promotion Interpersonal relationships Employees can also develop skills and increase their knowledge about the organization and its customers by interacting with a more experienced organizational member: -Mentoring: A mentor is an experienced, productive senior employee who helps develop a less experienced employee, called the protege. -Coaching: A coach is a peer or manager who works with an employee to motivate him/her, help him/her develop skills, and provide reinforcing and feedback. Steps and responsibilities in the career management process - Data gathering: focuses on competencies needed for career success. Includes a variety of measures. -Feedback: maintain confidentiality. Focuses on specific success factors, strengths. And improvement areas. -Goal setting: involve management and coaches/mentors. Specify-competencies and knowledge to be develop. Specify a developmental methods. -Action planning & Follow-up: involve management and coaches/mentors. Measure success and adjust plans as needed. Verify that pace of development is realistic. Career management system: Self-assessment Data gathering: self-assessment: Use of information by employees to determine career interests, values, aptitudes, behavioral tendencies, and development needs. Career management system: feedback Feedback: Information employers give employees about their skills and knowledge and where these assets fit into the organization’s plans. Reality check stage! Career management system: go setting Goal setting: based on information from self-assessment and reality check, employee sets short and long term career objectives. 1. Desires positions Action planning & follow-up -Employees prepare an action plan for how they will achieve their short and long term career goals. Development-related challenges A well-designed system for employee development can help organizations face three widespread challenges Glass Ceiling: circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organization. Process for developing a succession Plan Succession planning: process of identifying and tracking potential employees who will be able to fill top management positions. -identify positions to plan for A manager who is otherwise competent may engage in some behaviors that make him or her ineffective or even “toxic”-someone who stifles ideas and drives away employees. When a manager is otherwise valuable and is willing to improve, the org may try to help him/her change through: Yeah six dysfunctional behaviors include 1. Insensitivity to others -employee development is the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers. -training is more focused on improving performance in the current job, but training programs me support employee development. -A mentor is an experienced, productive senior employee who helps develop a less experienced employee. -organizations can link mentoring to development goals by establishing a formal mentoring program. -mentoring programs tend to be most successful when they are voluntary and participants understand program details What refers to formal education job experiences relationship and assessment of personality and abilities that prepare employees for the future *?-employee development is the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers.
What term refers to collecting information and providing feedback to employees about their behavior communication style or skills?Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills. MBTI refers to an assessment that is based on Carl Jung's personality type theory.
In which of the following ways does job rotation help employees select all that apply?In which of the following ways does job rotation help employees? (Select all that apply.) It gives them an overall appreciation of the company's goals. It increases their understanding of different company functions. It assists them in developing a network of contacts.
Is the acquisition of knowledge skills and behaviors that improve an employee's ability to meet changes in job requirements?The acquisition of knowledge, skills, and behaviors that improve an employee's ability to meet changes in job requirements and in client and customer demands refers to development.
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Which of these refers to formal education job experiences relationships and assessment of personality and abilities that help employees prepare for the future?
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