UB MGI 301 - CHPT 9 STUDENT (22 pages)

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CHPT 9 STUDENT



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CHPT 9 STUDENT

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Pages:
22
School:
University at Buffalo, The State University of New York
Course:
Mgi 301 - Human Resources Mgt

Unformatted text preview:

Employee Development Development Acquisition of knowledge skills and behaviors that improve an employee s ability to meet changes in job requirements and in client and customer demands 9 2 Training vs Development Training Focuses on performance in current job Focuses on the present Development Prepares for changes in current job or other positions in the company Focuses on the future 9 3 Development Planning Process Identify opportuniti es to improve Identify needs realistic to develop Identify goals methods to determine progress Identify steps timetabl e to reach goals 9 4 Self Assessment Assessment or evaluation of yourself or your actions and attitudes In particular of your performance when compared against an objective standard 9 5 Reality Check Information employees receive about how the company evaluates their skills and knowledge and where they fit into the company s plans Usually provided by manager during performance appraisal or in separate career development discussion 9 6 Goal Setting Developing short term and long term goals Relate to positions employees want to move into Written into development plan 9 7 Setting SMART Goals Set a goal for yourself using the SMART method S SPECIFIC Who What Where How Goal must be well defined M MEASURABLE How Much How Many Must contain a measurement so we know when the goal is complete A ATTAINABLE Challenging but reachable R RELEVANT Why is achieving this goal important T TIME BOUND By When Set an aggressive yet realistic timeframe 9 8 No Yes 9 9 Action Planning Written strategy employees use to determine how they will achieve their shortterm and long term goals o Enroll in course o Register for seminar o Find a mentor 9 10 Development Plan 9 11 INDIVIDUAL DEVELOPMENT PLAN Team Member Name Department Development 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 categories Actions 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 Date On the Job 70 Coaching Mentoring 20 Learning 10 Team Member Signature Date Leader Signature Date Next Review Date Development Model Job Experiences for Career Development Lateral Moves Vertical Assignments 9 14 Job Experiences Job enlargement adding challenges or new responsibilities Job rotation moving employee from one job to another Transfer moving employee to different job assignment in a different area of the company Promotions moving into positions with greater challenge and more authority than previous job Downward move moving employee into positions with reduced level of responsibility and authority 9 15 Lessons Learned from Job Demands 9 16 Benefits of Mentoring Relationships Career Support o



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