Employee Development

1

• Chapter 9
• Employee Development

2

• Objectives
• Discuss current trends in using formal education
  for development purposes.
• Relate how assessment of personality type, work
  behaviors, and job performance can be used for
  employee development.
• Describe the benefits that protégés and mentors
  receive from a mentoring relationship.
• Explain the characteristics of successful
  mentoring programs.
• Tell how job experiences can be used for skill
  development.
• Explain how to train managers to coach employees.
• Describe the steps in the development planning
  process.

3

• Four Approaches to Development
• Formal Education Programs
• Assessment
• Myers-Briggs Type Indicator (MBTI)
• Assessment Center
• Benchmarks
• Performance appraisal
• Upward feedback
• 360-degree feedback

4

• 360-Degree Feedback
• Raters include self, boss, direct reports, peers,
  customers
• Report includes comparison between self and other
  ratings
• Feedback identifies discrepancies
• Results used to identify developmental goals and
  plans
• Manager encouraged to discuss results with rater
  group

5

• 360-Dregree FeedbackDevelopment Planning
  Activities
• Understand Strengths and Weaknesses
• Review ratings
• Identify agreement and disagreement between self
  and other ratings
• Agreement poor and agreement good
• Disagreement good (lack confidence)
• Disagreement Poor (blind spot)
• Identify a Development Goal

6

• Development Planning Using 360-Degree feedback
  (cont)
• Identify Process for Recognizing Goal
  Accomplishment
• Identify Strategies for Reaching Goal
• Courses, readings, experiences, mentor
• Feedback and reinforcement

7

• Four Approaches to Development (cont.)
• 3. Job Experiences
• Job Enlargement
• Job Rotation
• Transfers
• Promotions
• Downward Moves

8

• Development Through Job Experiences
• Assume that employees develop when faced with
  challenging situations
• Assume challenging situations stimulate
  development because they provide the opportunity
  and motivation to learn
• Extent of challenge experience and skills,
  task-related job features, work context
• Job experiences not promotions

9

• Four Approaches to Development (cont.)
• 4. Interpersonal Relationships
• Mentoring
• Coaching

10

• What is Mentor ?
• Experienced productive employee who helps to
  develop a less experienced employee
• Group Mentoring
• Experienced employee with 4-6 less experienced
  employees
• Learning assignments

11

• What types of Development Might a Mentor Provide?
• Socialization
• Transfer of training
• Provide visibility / break into circle of
  influence
• Special Assignments
• Ease transition from geographic relocation

12

• Pitfalls to Mentoring Relationships
• Unrealistic expectations
• Problems with managers
• Resentment from non-participants
• Poor Matches
• Lack of commitment

13

• Potential Benefits
• Mentee (Protégé)
• Exposure and visibility, exposure to network
• Sponsorship
• Coaching
• Advice
• Role Model, Friendship
• Job Experiences
• Identify resources and resource persons

14

• Potential Benefits (cont)
• Mentor
• Recognition
• Expanded knowledge of organizational isues
• Increased personal satisfaction
• Improved interpersonal and problem-solving skill
• Greater power base

15

• Misconceptions About Mentoring
• Only the junior person benefits
• Always a positive experience
• Programs are the same in all work settings
• Mentors are available to all employees
• Mentoring is the key to individual growth and
  development

16

• Characteristics of a Successful Mentoring Program
• Relationships can be ended at any time without
  fear of punishment
• Matching process does not limit the ability of
  informal relationships to develop
• Mentors are chosen on the basis of their past
  record in developing employees, willingness,
  evidence of coaching, communications, and
  listening skills

17

• Characteristics of Successful Program (cont)
• Program purpose is clearly specified.
• Projects and activities are identified
• Length of program is specified
• Relationships can continue beyond the specified
  time
• Minimum level of contact is specified
• Mentees are encouraged to network with each other

18

• Characteristics of Successful Program (cont)
• Development is rewarded
• The program is evaluted
• Interviews
• surveys

19

• Steps in the Development Planning Process
• Opportunity
• Goal identification
• Criteria
• Actions
• Timeline