PowerPoint PresentationDevelopmentTraining vs. DevelopmentDevelopment Planning ProcessSelf AssessmentReality CheckGoal SettingSetting SMART GoalsNoAction PlanningDevelopment PlanSlide 12Slide 13Job Experiences for Career DevelopmentJob ExperiencesLessons Learned from Job DemandsBenefits of Mentoring RelationshipsSuccessful Mentoring ProgramsCoachingSuccession PlanningSlide 21Set a goal using the “SMART” method.Employee Development9-2DevelopmentAcquisition of knowledge, skills and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands9-3Training vs. DevelopmentTrainingFocuses on performance in current jobFocuses on the presentDevelopmentPrepares for changes in current job or other positions in the companyFocuses on the future9-4Identify opportunities to improveIdentify needsrealistic to developIdentify goals & methods to determine progressIdentify steps & timetable to reach goalsDevelopment Planning Process9-5Self AssessmentAssessment or evaluation of yourself or your actions and attitudesIn particular, of your performance when compared against an objective standard9-6Reality CheckInformation employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plansUsually provided by manager during performance appraisal or in separate career development discussion9-7Goal SettingDeveloping short-term and long-term goalsRelate to positions employees want to move intoWritten into development plan9-8Setting SMART GoalsSet a goal for yourself using the “SMART” method.SSPECIFIC - Who, What, Where, How?Goal must be well definedMMEASURABLE – How Much? How Many?Must contain a measurement so we know when the goal is completeAATTAINABLEChallenging but reachableRRELEVANTWhy is achieving this goal important?TTIME-BOUND – By When?Set an aggressive yet realistic timeframe9-9NoYes9-10Action PlanningWritten strategy employees use to determine how they will achieve their short-term and long-term goalsoEnroll in courseoRegister for seminaroFind a mentor9-11Development PlanDevelopment Priorities: Describe areas of focus or leadership competencies to be developed.Business Impact and Development Results Desired: Describe desired development outcomes as well as impact to business unit.Where appropriate, complete the Actions, Measures of Success and Target Date sections for each of the three development categoriesActions: List the actions that must take place to achieve development goal.Measure of Success: Determine how you will measure achievement on this action item.Target DateOn the Job – 70%Coaching/Mentoring – 20%Learning – 10%Team Member Signature & Date: Leader Signature & Date: Next Review Date: Team Member Name ____________________ Department _________________ INDIVIDUAL DEVELOPMENT PLANDevelopment Model9-14Job Experiences for Career DevelopmentLateral MovesVertical Assignments9-15Job ExperiencesJob enlargement adding challenges or new responsibilitiesJob rotation moving employee from one job to anotherTransfer moving employee to different job assignment in a different area of the companyPromotions moving into positions with greater challenge and more authority than previous jobDownward move moving employee into positions with reduced level of responsibility and authority9-16Lessons Learned from Job Demands9-17Benefits of Mentoring RelationshipsCareer SupportoCoach, protect, sponsor and provide challenging assignments, exposure and visibilityPsychological SupportoServe as a friend and role model, provide positive regard and acceptance and create an outlet for a protégé to share anxieties and fearsGroup Mentoring ProgramoA program pairing successful senior employees with less experienced protégés9-18Successful Mentoring ProgramsVoluntary participation Flexible matching process Mentors chosen on ability & willingnessClearly understood purposeProgram length specifiedMinimum level of contact specifiedContact among participants encouragedProgram evaluatedEmployee development rewarded9-19CoachingWorks with an employee to:omotivateodevelop skillsoprovide reinforcement and feedbackRoleso give adviceo help employee learno provide resources such as mentors, courses or job experiences9-20Succession Planning•Succession planning is the identification and tracking of high potential employees capable of filling higher-level managerial positions.•High-Potential Employees - Employees the company believes are capable of being successful in high-level management positions9-219-Box Grid9-22Set a goal using the “SMART”
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