Employee Development: Creating Favorable
Conditions
Management Participation
Provide top management support
Provide collaboration between line managers and HR
managers
Train management personnel
Setting Goals
Plan human resources strategy
Changing HR Policies
Provide for job rotation
Provide outplacement service
Announcing the Program
Explain its philosophy
Introduction
Employee development is the combination of
formal education, job experience, relationships,
and assessment of personality and abilities to
help employees prepare for the future of their
careers.
Human resource management establishes a
process for employee development that prepares
employees to help the organization meet its
goals.
Development and Training
The definition of development indicates that it
is future oriented.
Development:
Prepares employees for other positions
Increases employees’ ability to move into jobs
that may not yet exist
Helps employees prepare for changes in current
jobs
Training traditionally focuses on helping
employees improve performance of their
current jobs.
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Development for Careers
In the traditional view, a career consists of a
sequence of positions within an occupation or
organization.
Protean career: a career that frequently changes
based on changes in the person’s interest,
abilities, and values and in the work
environment.
The traditional career requires “knowing how” or
having the appropriate skills and knowledge to
provide a particular service or product.
A protean career requires that employees “know
why” and “know whom.”
Approaches to Employee
Development
Employee development
often focuses on mangers,
but development is useful
for all levels of employees.
The many approaches to
employee development fall
into four broad categories:
Formal education
Assessment
Job experiences
Interpersonal
relationships
Formal Education
Organizations may support employee
development through a variety of formal
educational programs either at the workplace or
offsite.
Formal education programs may include:
Workshops
Short courses offered by consultants or universities
University programs offered to employees who live
on campus during the program
Executive MBA programs
Assessment
Assessment is collecting information and providing feedback to
employees about their behavior, communication style, or skills.
Information for assessment may come from the employees, their
peers, managers, and customers.
The most frequent uses of assessment are: to identify employees
with managerial potential, to measure current managers’
strengths and weaknesses, and to identify managers with
potential to move into higher-level executive positions
Methods and sources of information used in developmental
assessment include: performance appraisals, psychological
tests, and ratings of behaviors and style of working with others
Tools used for assessment include: Myers-Briggs Type Indicator,
assessment centers, the Benchmarks assessment, performance
appraisal, and 360-degree feedback.
Assessment Centers
At an assessment center, multiple raters evaluate
employees’ performance on a number of exercises.
The primary use of assessment centers is to identify
whether employees have the personality characteristics,
administrative skills, and interpersonal skills needed for
managerial jobs.
The types of exercises used in assessment centers include:
Leaderless group discussions
Interviews
In-basket exercises
Role plays
Interest and aptitude tests
Personality tests
Job Experiences
Most employee development occurs through job
experiences. These are the contributions of
relationships, problems, demands, tasks, and other
features of an employee’s job.
Various job assignments can provide for employee
development:
Job enlargement
Job rotation
Transfers
Promotions
Downward moves
Externships
Sabbaticals
Interpersonal Relationships
Two types of relationships used for employee development
are:
Mentoring
Mentoring programs tend to be most successful when
they are voluntary and participants understand the
details of the program
Coaching
Coaches may play one or more of three roles:
Working one-on-one with an employee
Helping employees learn for themselves
Providing resources such as mentors, courses, or
job experiences
.
Systems for Career
Management
Employee development is most likely to
meet the organization’s needs if it is part of
a human resource system of career
management.
A basic career management system
involves four steps:
Self-assessment
Reality check
Goal setting
Action planning
Steps and Responsibilities in the
Career Management Process
Development-Related
Challenges
Three widespread challenges facing
organizations are:
Glass ceiling: refers to the invisible barrier
that keeps women and minorities from
reaching the top jobs
Succession planning
Dysfunctional behavior by managers
Dysfunctional Managers
Dysfunctional behaviors include:
Inability to be a team player
Arrogance
Poor conflict management skills
Inability to meet business objectives
Inability to adapt to change
Successful Career-Management Practices
Placing clear expectations on employees.
Giving employees the opportunity for transfer.
Providing a clear and thorough succession plan
Encouraging performance through rewards and recognition.
Giving employees the time and resources they need to
consider short- and long-term career goals.
Encouraging employees to continually assess their skills
and career direction.