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Chapter 9 Employee Development

McGraw-Hill/Irwin Copyright 2010 by the McGraw-Hill Companies, Inc. All rights reserved.

Formal Education

Interpersonal Relationship

Job Experience

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Introduction
Employee development- the combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers.

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What is development??

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Development is about preparing for change in the form of new jobs, new responsibilities, or new requirements.

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Training versus Development

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Why is employee development important?

To improve quality.

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Why is employee development important?


To meet the challenges of global competition and social change

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Why is employee development important?


To incorporate technological advances and changes in work design.

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Development activities can help companies reduce turnover by:


showing employees that the company is investing in the employees skill development

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Development activities can help companies reduce turnover by:


Developing managers who can create a positive work environment that makes employees want to come to work and contribute to the company goals.

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Approaches to Employee Development


Formal education programs include:
off-site and on-site programs short courses offered by consultants or universities, executive MBA programs, and university programs.

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The practice of reimbursing employees costs for college and university courses and degree programs

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Approaches to Employee Development (cont.)


Assessment
Collecting information and providing feedback to employees about their behavior, communication style, values, or skills.

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Approaches to Employee Development (cont.)


Myers-Briggs Type Indicator (MBTI)
Most popular psychological test for employee development. Identifies individuals preferences for energy, information gathering, decision making, and lifestyle. It is a valuable tool for understanding communication styles and the ways people prefer to interact with others.
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Approaches to Employee Development (cont.)


Assessment center - multiple raters or evaluators evaluate employees performance on a number of exercises.
It is used to identify:
if employees have the abilities, personality, and behaviors for management jobs. if employees have the necessary skills to work in teams.

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Approaches to Employee Development (cont.)


Benchmarks - instrument designed to measure important factors in being a successful manager.

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Approaches to Employee Development (cont.)


Performance appraisal - process of measuring employees performance.
Different approaches for measuring performance:
Ranking employees. Rating their work behaviors. Rating the extent to which employees have desirable traits believed to be necessary for job success.

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Approaches to Employee Development (cont.)


Upward feedback - involves collecting subordinates evaluations of managers behaviors or skills.

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Approaches to Employee Development (cont.)


Job Experiences - relationships, problems, demands, tasks, or other features that employees face in their jobs.
A major assumption is that development is most likely to occur when there is a mismatch between the employees skills and past experiences and the skills required for the job.

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Approaches to Employee Development (cont.)


Job enlargement - adding challenges or new responsibilities to an employees current job. Job rotation - providing employees with a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.

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Approaches to Employee Development (cont.)


Transfer - an employee is given a different job assignment in a different area of the company. Promotions - advancements into positions with greater challenges, more responsibility, and more authority than in the previous job. Downward move - occurs when an employee is given a reduced level of responsibility and authority.

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Approaches to Employee Development (cont.)


Externships - employees take full-time, temporary operational roles at another company.

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Approaches to Employee Development (cont.)


Interpersonal relationships
Coach - a peer or manager who works with employees to motivate them, help them develop skills, and provide reinforcement and feedback.
The best coaches are empathetic, supportive, practical, and self-confident but do not appear to know all the answers or want to tell others what to do.

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Company Strategies for Providing Development


The most effective development strategies involve individualization, learner control, and ongoing support.

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