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HR Finial set

Employee development:
combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees prepare for the future of their careers.
Development is about preparing for change in new jobs, responsibilities, or requirements.
Protean career:
a career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment.
To remain marketable, employees must continually develop new skills.
Traditional
An employee starts out as a sales person, then becomes an account manager, gets promoted to sales manager, and is now VP of Sales. Which type of career did this employee have?
assessment
One way to develop employees is to begin with an ———which may consist of assigning an activity to a team and seeing who brings what skills and strengths to the team.
Assessment Tools
Myers-Briggs Type Indicator (MBTI)®
Assessment Centers
Leaderless Group
Discussion
Performance Appraisal
360-Degree Feedback
Myers-Briggs Type Indicator (MBTI)
Psychological test that identifies individuals’ preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing information for team building and leadership development.
Assessment Centers
An assessment process in which multiple raters or evaluators (assessors) evaluate employees’ performance on a number of exercises, usually as they work in a group at an offsite location.
Performance appraisals
Appraisal system must tell employees specifically about their performance problems and ways to improve their performance.
Employees must gain a clear understanding of differences between current and expected performance.
Appraisal process must identify causes of performance discrepancy and develop plans for improving performance.
360-degree feedback
Raters identify an area of behavior as a strength of the employee or an area requiring further development.
Results presented to employee show how rating on each item and how self-evaluations differ from other raters’ evaluations.
Individual reviews results, seeks clarification from raters, and sets specific development goals based on strengths and weaknesses identified.
Assessment Center
Sarah participated in leaderless group discussions and in-basket exercises and was observed by a number of raters. Which assessment method was used for Sarah?
Job experiences:
combination of tasks, relationships, problems, demands and other features of an employee’s jobs.
experience
Working outside one’s home country is the most important job ———– that can develop an employee for a career in the global economy.
Interpersonal relationships
employees can also develop skills and increase their knowledge about the organization and its customers by interacting with a more experienced member:
Mentoring
Coaching
Phyllis is in the process of understanding what possibilities exist for her within the organization based on her strengths and developmental areas. Which phase of the career management process is she in?
Reality Check
Goal Setting
Based on information from self-assessment and reality check, employee sets short- and long-term career objectives.
Desired positions
Level of skill to apply
Work setting
Skill acquisition
Glass Ceiling
Circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organizations.
Succession Planning
Process of identifying and tracking high-potential employees who will be able to fill top management positions
Dysfunctional Managers
Manager who is otherwise competent may engage in some behaviors that make him or her ineffective or even “toxic” – stifles ideas and drives away good employees.
Six dysfunctional behaviors include:
insensitivity to others
inability to be a team player
arrogance
poor conflict management skills
inability to meet business objectives
inability to adapt to change

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