CHAPTER 9 Developing Employees for Future Success. fundamentals of Human Resource Management 4 th edition by R.A. Noe, J.R. Hollenbeck, B. Gerhart, and P.M. Wright. Table 9.1: Training versus Development. Approaches to Employee Development. Formal Education. Assessment. - PowerPoint PPT Presentation
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• Through these experiences, managers learn how to handle common challenges, and prove themselves.
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Figure 9.2: How Job Experiences Are Used for Employee Development
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Figure 9.3: Steps and Responsibilities in the Career Management Process
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Career Management System (continued)
Data Gathering: Self-Assessment• The use of information by
employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs.
• MBTI• Strong-Campbell Interest
Inventory• Self-Directed Search
Feedback• Information employers give
employees about their skills and knowledge and where these assets fit into the organization’s plans.
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Figure 9.4: Sample Self-Assessment Exercise
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Career Management System (continued)
Goal Setting• Based on the information
from the self-assessment and reality check, the employee sets short- and long-term career objectives.– Desired positions– Level of skill to apply– Work setting– Skill acquisition
Action Planning & Follow-Up• Employees prepare an
action plan for how they will achieve their short- and long-term career goals.
• Any one or a combination of development methods may be used.
• Approach used depends on the particular development need and career objectives.
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Development-Related Challenges
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Figure 9.6: Process for Developing a Succession Plan
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Dysfunctional Managers
• A manager who is otherwise competent may engage in some behaviors that make him or her ineffective – someone who stifles ideas and drives away employees.
• These dysfunctional behaviors include:– insensitivity to others– inability to be a team
player– arrogance– poor conflict management
skills– inability to meet business
objectives– inability to adapt to change
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Summary
• 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 may support employee development.