THE RELATIONSHIP
among DEVELOPMENT,TRAINING and CAREERS
Process of Succesion Planning
Onboarding:
DEVELOPMENT AND TRAINING
Development:
Formal education,job experiences,relationships, and assessments of personality and abilities that help employees perform effectively in their current or future job and company
1. Identify available positions.
Comparison
Process of helping new hires adjust to social & performance aspects of their new jobs.
2. Identify possible employee.
3. Develop standards to evaluate positions.
STEPS:
4. Develop employee potential.
1. Compliance
5 .Develop successful planning review
2. Clarification
6. Link with other HR systems
3. Culture
7. Determine feedback to employee
4. Connection
THE RELATIONSHIP
among DEVELOPMENT,TRAINING and CAREERS
8. Measure the effectiveness of plan.
Succession planning.
- Process of identify, evaluate, develop and track potential employee that are CAPABLE.
Advantages:
DEVELOPMENT AND CAREER
Protean career:
Based on the self-direction, with the goal of psychological success in one's work.
Psychological success:
Feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work.
CAPABLE = Moving into higher-level
of managerial positions
- Making a succession list public – new career opportunities.
GM of strategic business unit,
CEO, director of marketing.
Characteristics of Effective Onboarding Programs
- Employee can communicate their intentions.
Disadvantages:
Questions
Technical and
social aspects
Design Factors of Effective Development Systems
- Employee may become discouraged and leave the company
- Employee might think that bias may occur – if candidates list has been established.
Avoid embrassing
Follow up of employee
Relocation
assistance
CHAPTER 9:
EMPLOYEE DEVELOPMENT AND CAREER MANAGEMENT
Interpersonal Relationships
DEVELOPMENT PLANNING SYSTEMS
System to retain and motivate employees by identifying and helping to meet their development needs
Benefits of Mentoring Relationships
Steps and responsibilities
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For protégés:
- Career support
- Psychosocial support
- Higher rates of promotion
- Higher salaries
- Greater organizational influence
For mentors:
- Provide opportunities to develop interpersonal skills
- Increase feelings of self-esteem and worth to the organization
Mentoring can occur between mentors and protégés from different organizations
- Can allow small business owners access to experienced mentors they might not otherwise meet
Coaching
Coach: A peer or manager who works with employees to:
- Motivate them
- Help them develop skills
- Provide reinforcement and feedback
The best coaches are empathetic, supportive, practical, self-confident
- Do not appear to know all the answers or want to tell others what to do
DEVELOPMENT PLAN
Four areas in Development Plan
Job Experiences
- Transfer
- Promotions
- Downward move
- Externships
- Temporary assignments
- Professional goals and motivation
- Talents or strengths
- Development opportunities
- Development objectives and action steps
Matching Job Experiences to Employees Development Needs
Approaches to Employee Development
ASSESSMENT CENTRE
FORMAL EDUCATION:
- Leaderless group discussions
- Interviews
- In-baskets
- Role plays
Include:
- Off-site and on-site programs designed specifically for the company’s employees
- Short courses offered by consultants or universities
- Executive MBA programs
- University programs
- Tuition reimbursement - Practice of reimbursing employees’ costs for college and university courses and degree programs
- Formal education
- Assessment
- Job experiences
- Interpersonal relationships
Performance Appraisals and 360-Degree Feedback Systems
Activities in Using360-Degree Feedback for Development
- Performance appraisal
- Upward feedback
- 360-degree feedback process: Employees’ behaviors or skills are evaluated not only by subordinates but by peers, customers, their bosses, and themselves
- A special case of upward feedback