Human resource management gaining a competitive advantage 2014 chapter 9

Human Resource Management:
Gaining a Competitive Advantage

Chapter 09
Employee Development

McGraw-Hill/Irwin

Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights reserved.


Assessment Centers
An assessment center, usually off-site, uses
multiple raters to evaluate employees’
performance on exercises.
4 Types of Assessment Exercises:
1.
2.
3.
4.

Leaderless group discussion
Interviews
In-baskets
Role plays

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Skills for Managerial Success

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360-Degree Feedback Activities
Identify:

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Job Experiences for Career Development
Vertical
Assignments
Lateral
Moves

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Job Experiences
 Job enlargement -adding challenges or new
responsibilities.

 Job rotation-moving a single individual from one job to
another.

 Transfer-moving an employee to a different job
assignment in a different area of the company.

 Promotions-advancement into positions with greater
challenge and more authority than previous job.

 A downward move occurs when an employee is given
a reduced level of responsibility and authority.
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Temporary Assignments
 Externship refers to a company allowing
employees to take a full-time operational
role at another company.

 A sabbatical is a leave of absence from
the company to renew or develop skills.

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Successful Mentoring Programs
1 Voluntary participation
2 Flexible matching process
3 Mentors chosen on ability & willingness
4 Clearly understood purpose
5 Program length specified
6 Minimum level of contact specified
7 Contact among participants encouraged
8 Program evaluated
9 Employee development rewarded
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Benefits of Mentoring Relationships
 Career Support

 Coach, protect, sponsor and provide challenging
assignments, exposure and visibility.

 Psychological Support

 Serve as a friend and role model, provide positive
regard and acceptance and create an outlet for a
protégé to share anxieties and fears.

 Group Mentoring Program

 A program pairing successful senior employees with
less experienced protégés.

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Coaching
 A coach is a peer or manager who works with an
employee to:
 motivate
 develop skills
 provide reinforcement and feedback

 3 roles a coach can play:
1. one-on-one
2. help employee learn

3. provide resources such as mentors,
courses or job experiences

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Career Management Process

Identify
opportunities
to improve

Identify
needs
realistic to
develop

Identify
goals &
methods to
determine
progress

Identify
steps &
timetable
to reach
goals

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Development Plan

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