MGT 3320 Chapter 9

what is the importance of development

critical for talent management and helps individuals succeed in their careers

what is the development plan for stars?

developing them for leadership positions in the organization

_____________ may or may not involve a predetermined sequence of jobs or positions

job rotation

Coaching

one on one coaching, helping employees learn for themselves by helping them find exports and teaching them how to obtain feedback from others, providing resources such as mentors, courses, or job experiences

what does a Strengthsfinder measure?

pattern of thoughts, feelings, and behaviors to identify areas where the individual has the best change for building their strengths

Coach

peer or manager who works with employees to motivate them, help develop their skills, and provide reinforcement and feedback

Managers must be trained in frequent _______________________ and monitor employee programs

performance feedback

what is the development plan for poor employees?

performance improvement in current positions

what does the DiSC assessment measure?

personality and behavioral style, including dominance, influence, steadiness, and conscientiousness

what is included in the assessment approach to employee development?

personality tests, assessment centers, and feedback and performance appraisal

Development

the acquisition of knowledge, skills, and behaviors that improve an employer's ability to meet changes in job requirements and in client and customer demands.

What often happens with tuition reimbursement?

the employer requires the employee to stay on with the company for a specified period of time after completion of the formal education program so that the employer gets a return on their investment

What happens in a role play at an assessment center?

the participant takes the part or role of a manager or another employee

Succession Planning

the process of identifying and tracking high potential employees capable of filling higher level mgt positions resulting from planned or unplanned job openings due to turnover, promotion, or business growth

SMART goals

Specific, Measurable, Attainable, Relevant, Timely

where can movement of employees among jobs occur?

can be within a single department or across organizations

what do mentors provide?

career and psychological support

What are the types of interpersonal relationships?

coaching, mentoring

Career Support includes

coaching, protection, sponsorship, and providing challenging assignments, exposure and visibility.

Assessment

collecting information and providing feedback to employees about their behavior, communication style, or skills

What are the four parts of development planning systems?

-Self Assessment - Reality Check - Goal Setting - Action Planning

what are characteristics of an effective mentor?

-demonstrate experience/expertise -evidence of successful track record -skills worth of emulation -good interpersonal skils -High EQ -ability to provide feedback -set high standard -can separate personal needs from professional expectations -asks thoughtful questions -willingness to expose mentee to the mentors own network

Mentoring is different than coaching because...

-development/career driven -long term -often informal as needed -agenda set by mentee -mentee asks questions -more seniority and expertise than mentee -outcome--> overall development of mentee w changes and shifts of outcome over time

what are some approaches to employee development?

-formal education programs -Assessment -Job Experiences -Interpersonal relationships -mentoring

what are the goals of assessment?

-identify employees with managerial potential and managers with executive potential -measure current managers strengths/weakness -identify strength/weakness of members of work teams and the decision processes or communication styles that inhibit team productivity -help employees decide on appropriate development goals, based on their tendencies, needs, and preferred work environments

what are the steps in succession planning?

-identify included positions -identify employees in plan -develop standards for evaluation of positoin -determine how potential will b measured -develop succession planning review -link the succession planning system to other HR -determine what feedback needed -measure effectiveness of planning

Melting the Glass Ceiling

-making sure senior mgt supports and is involved in programs aimed at leadership development for women and minorities -make change public -gather data on problems -create awareness -force accountability -support work life balance

Formal Education Programs

-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

Coaching is different than mentoring because...

-performance driven -short term -regulary scheduled meetings -agenda co created -coach asks thought provoking questions -expertise within area desired -outcome is specific and measurable improvements in desired area

why is development important in talent management?

-preparations for future positions in the company -succession planning -opportunities to grow skills contribute to high levels of engagement and satisfaction -retain and motivate employees esp. high performers with leadership potential

Promotions

Advancements into positions with greater challenges, more responsibility, and more authority than in the previous job

what are the four dimensions in MBIT?

Introversion v Extraversion Sensing vs Intuition Thinking vs Feeling Judging vs Perceiving

Temporary Assignments

Job tryouts such as employees taking on a position to help them determine if they are interested in working in a new role. (employee exchange between companies or global assignment)

what are the types of assessment centers?

Leaderless group discussion Interview In-basket -Role-play

what are the kinds of personality tests/inventories?

MBIT, Strengthsfinder, DiSC assessment

what are the types of self assessments?

Myer Briggs Inventory and Self directed search

Upward Feedback

Refers to appraisal that involves collecting subordinates' evaluations of managers' behaviors or skills

Development Planning Systems

Systems to retain and motivate employees by identifying and meeting their development needs (also called career management systems)

Self-Directed Search

Vocational interest inventory based on Holland's hexagon

what is development?

a mutually beneficial partnership between organization and employee

Leaderless group discussion

a team of five to seven employees is assigned a problem and must work together to solve it within a time period

what is similarities between training and development?

acquisition/advancement of KSAOS

Job Enlargement

adding challenges or new responsibilities to employees current jobs

what is the 9 box grid used for in succession planning?

analyze and discuss talent, helps formulate effective development plans and activities, and identify talented employees

Myer-Briggs Type Indicator (MBTI)

based on Carl Jungs personality type theory, according to which each individual has a fundamental personaility type that shakes and influences how he or she understands the world, processes info, and socializes

Downward Moves

employee is given less responsibility and authority

what happens in an interview at an assessment center?

employees answer questions about their work and personal experiences, skill strengths and weaknesses, and career plans

360-degree feedback

employees behavior or skills are evaluated not only by subordinates but also by peers, customers, their bosses, and employees themselves

Reality check for an employer

employer communicates performance evaluation, where the employee fits in long range plans of the company, and changes in industry, profession, and workplace

Formal Mentorship Programs

ensure access to mentors, choose mentors based on interpersonal and technical skill, have mentors and mentees discuss their work styles, personalities, and backgrounds to build trust, use a matching system and provide communication channels

Goal Setting for Employee

ensures that goals are smart and commits to helping the employee reach the goals

Mentor

experienced, productive senior employee who helps develop a less experiences employee (mentee)

Job Experience Approach to Employee Development

expose employees to new demands, tasks, problems, and relationships to foster their professional growth

what does succession planning ensure?

that top level managerial talent is ready when needed (bench strength)

Protean Careers

gaining psychological success by achieving life goals (incl. work goals)

Volunteer assignments

give employees opportunities to manage change, teach, have a high level of responsibility and be exposed to other job demands

Action Planning for Employee

identifies resources the employee needs to reach goals, including additional assessments, courses, work experiences, and relationships

Goal Setting for Employer

identifies short and long term development goals, as well as mehtods to determine goal progress

Action Planning for Employer

identifies steps and timetables to reach goals

Assessment Centers

identify if the employees have the personality characteristics, administrative skills, and interpersonal skills needed for managerial positions

what do personality tests and inventories determine?

if employees have the personality characteristics necessary to be successful in specific managerial jobs or international assignments

Mentoring can occur.....

informally or be part of a formal mentoring program

Job Rotation

involves systematically moving employees from one job to another

Transfer

involves the movement of an employee to a different job assignment in a different area of the company, likely with similar responsibilities

Glass Ceiling

is a barrier to advancement to higher level hobs in the community that adversely affect women and minorities

Sabbatical

is a leave of absence from the company to renew or develop skills

In-Basket

is a simulation of the administrative tasks of the manager's job

what is the development plan for technical/subject experts?

keeping knowledge, skills, and competencies current and getting them experiences to continute to motivate them and facilitate creativity and innovation

what is the glass ceiling barrier due to?

lack of access to training programs, development experiences, or relationships

Lateral Demotion (downward move)

move to another position at the same level

Boundaryless Careers

moving across roles and responsibilities, specialization/disciplines and occupations, organizations and social networks

what is the development plan for employees whose potential may be displaced?

moving them to a position that best matches their skill set or ensuring they get the training and development opportunities and resources necessary to help them attain high performance levels

what are traditional career patterns?

moving up in a hierarchy via management tracks and expert tracks

what happens at an assessment center?

multiple raters or evaluators evaluate employees performance on a number of exercises

what must performance appraisals do to be successful?

must tell the employee specifically about performance problems and how they can improve

what opportunities do protean careers offer?

provide opportunities for self-direction and continuous learning

what opportunities do boundaryless careers provide?

provide opportunities to determine interests, skill strengths, weaknesses and to seek related development experience

what opportunities do traditional career patterns offer?

provide training and leadership development opportunities

Employer side of self assessment

provides assessment information to identify the employers strengths, weaknesses, interests, and values

what are downward moves often seen as?

punishment but they can still help the employees long term development

Reality Check for Employee

recieves information about how the company evaluates his/her skills and knowledge and where he/she fit into the companies plans in order to identify what needs are realistic to develop

Stretch Assignments

refer 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

tuiton reimbursement

refers to the practice of reimbursing employees costs for college and university courses and degree programs

Training is...

required, has immediate need, typically employer sponsored and structured and has low use of work experience

what examples of job enlargement?

special project assignments, switching roles within a work team

what makes coaching expensive?

they can be hired professionals from outside the company

what is the development plan for core employees?

training and development to help ensure their solid performance continutes; develop experiences that can help grow their skills and determinet their interest and ability to perform in positions requiring different skills and or more responsibility

what benefit is development encouraged by regarding education?

tuition reimbursement

What feedback is necessary for management development?

upward feedback and 360 feedback

Employee Self-Assessment

uses information to determine his or her career interests, values, aptitudes, and behavioral tendencies and to identify needs and opportunities for improvement

Development is....

voluntary, not always employer-sponsored and formal, high use of work experience, future opportunities or changes

when is development most likely to occur?

when employees are given stretch assignments that create positive stressors

Reverse mentoring

younger and newly hired employees mentor their seniors