Question-1: What are the employee developments related challenges?

Discuss
two approaches of employee development with examples?
Answer:
Employee Development: The combination of formal education, job experiences, relationship
and assessment of personality and ability to help employee prepare for the future of their
career. It is future oriented and preparing for changes in the form of new jobs, responsibility
and new requirement. For Example: City bank has some criteria to get promotion from senior
manager to AVP position like job performance, work experience, Training and clear
knowledge in desire position. So Bank offer their senior manager to do some short course
and training on particular area. There has also involved some challenges which are
discussed below:

The Glass ceiling: There has an invisible barrier that keeps most women and
minorities from attaining top position of job in the organization. Moreover, it is to be
thought that they are not able to compete with other although women are run their
business efficiently. Ex: Sonia Bashir kabir, CEO, Microsoft Bangladesh.
Succession Planning: The process of identifying and tracking high potential
employee who will be able to top management position when they become vacant.
Example: A succession plan ensures that there are qualified and motivated
employees (or a means of recruiting them) who are able to take over when the
executive director or other key people leave an organization or during the transition.
Dysfunctional Managers: A manager who is otherwise competent may engage in
some behaviors that make him or her ineffective or toxic someone who stifles good
ideas and drive away employee. For example: an employee who is very
knowledgeable, skilled and efficient, 20 years of career, but he has some habit
which is given below and it also creates challenges to employee development.
Insensitivity to other
Arrogance
Poor conflict management skill
Inability to meet business objective
Inability to adopt to change.

Employee development approach: Employee development is necessary to improve

quality, meet the challenges of global competition, retain key employee and incorporate
technological advancement to changes in work design. There have four approaches followed
to employee development and from there two approaches discussed detail in below:

Formal Education
Assessment
Job Experience
Interpersonal relationship

Assessment: Assessment is a very popular method and source of information that

use psychological test to measure employee skill, personality types and
communication styles. It collects information and providing feedback to employee

about their behavior, communication style and skill. There have two popular
assessment toolsMyers- Briggs Type Indicator-MTBI
Benchmarks

Assessment Center
Performance Appraisal and 360 degree feedback
system
Myer-Briggs Type Indicator: Psychological inventory that identifies individuals
performance for source of energy, means of information, way of decision making and
lifestyle, providing information for team building and leadership development.

Source of energy: where individual gain interpersonal strength and viability degree
of introversion and extroversion. Introversion gain energy from interpersonal
relationship where extroversion gains energy by focusing on inner thought and

feelings.
Means of information gathering: Individual take preparation before making any
decision with sensing preference and tend to gather fact and detail to prepare for
decision. Intuitive types tend to focus less on the facts and more on possibilities and
relationship among them. For example: Uttara to Motijheel reached at 20 minutes
and suddenly you think something wrong happened. It might be strike and or

accident etc.
Way of decision making: Individual with thinking preference tries always to be
objective in decision making. For example: Cauliflower sales in rural tk. 1.00 where
tk. 20 in Dhaka. So take decision based on real fact and make importance on thinking
preference. Many people may not even think of it. Individual with feeling preference
tent to evaluate the alternative on others as well as own feelings, they are more
subjective. Example: TATA group feel general peoples sentiment and make car for 1

lac Rupee.
Lifestyle: Individual tendency to be either flexible or structured.
Assessment Centre: An assessment process in assessors evaluate employee
performance on number of exercise, usually as wok in a group at off site location. Ex:
Organization make an arrangement for going to Basecamp, Gazipur, for evaluate
employees different skills and capabilities. Example of skill measured by assessment
center____
Skills

Leadership
Problem
solving
Interpersona
l

In Basket

X
X

Schedulin

Leaderless

Personality

g Exercise

group

test

discussion
X
X
X

Role play

X
X

Administrati
ve
Personal

X
X

The Benchmark Assessment: A measurement tools that gathers rating of

managers skills and success in managing.
Resourcefulness: Manager should think strategically, engage in flexible
problem solving capability and work effectively with higher management.
Being a quick study: Manager must have new technical and business
knowledge.
Leading subordinates: Delegate to sub ordinate effectively, broaden their
opportunities and judge them with fairness towards them.
Team Orientation: Manager Success depends on capability to work with
team members and accomplishes task timely basis.
Self-awareness: Manager have accurate picture of strength and weakness
and willing ness to improve.
Putting people at ease: Display warmth and good sense of humour
Performance Appraisal: is the process of measuring employees performance.
There has some technique for measuring employee performance. Examples is as
follows:
Ranking employee
Rating work behavior
Rating the extent to which employee have desirable trait believed to be
necessary for job success. Ex: Leadership.
Directly measuring the results of work performance. Ex: Productivity.
360 Degree Feedback: is a method to evaluate employee performance by
employee supervisor, peers, colleague etc. This rating used in term of work related
behavior and required a significant amount of time to complete the evaluation