1 s. chan training & development chc bba 229 training and development lecture 7 & 8 employee...

1S. Chan Training & Development CHC

BBA 229 BBA 229 Training and DevelopmentTraining and Development

BBA 229 BBA 229 Training and DevelopmentTraining and Development

Lecture 7 & 8

Employee Development

S. Chan

Department of Business Administration

[email protected]


DevelopmentDevelopment refers to formal education,

job experiences, relationships, and

assessments of personality and abilities

that help employees perform effectively in

their current or future job and company.

EmployeeEmployee Development DevelopmentEmployeeEmployee Development Development


Comparison Between Comparison Between Training and DevelopmentTraining and Development

Comparison Between Comparison Between Training and DevelopmentTraining and Development


Why is Employee Development Why is Employee Development Important? Important? (1 of 2)(1 of 2)


Employee development is a necessary component of a company’s efforts to:– improve quality– retain key employees– talent management– meet the challenges of global competition and

social change– incorporate technological advances and

changes in work design




Development activities can help companies reduce turnover:– by showing employees that the company is

investing in the employees’ skill development– by developing managers who can create a

positive work environment that makes employees want to come to work and contribute to the company goals


Approaches to Employee DevelopmentApproaches to Employee DevelopmentApproaches to Employee DevelopmentApproaches to Employee Development

-Formal Education

-Assessment

-Job Experience

-Interpersonal Relationships


Formal EducationFormal EducationFormal EducationFormal Education

Formal education programs include:– off-site and on-site programs designed

specifically for the company’s employees– short courses offered by consultants or

universities– executive MBA programs– university programs in which participants

actually live at the university while taking classes


Trends in Trends in Executive EducationExecutive Education

Trends in Trends in Executive EducationExecutive Education

Universities offer MBA programs that allow employees to earn the MBA in less than two years

Universities offering executive education programs are beginning to measure their programs’ ROI

Companies also provide tuition reimbursement to encourage employees


AssessmentAssessmentAssessmentAssessment

Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills

Used most frequently to– identify employees with managerial potential – measure current managers’ strengths and weaknesses– identify managers with potential to move into higher-level

executive positions– work with teams to identify members’ strengths and

weaknesses, and factors that inhibit productivity


Myers-Briggs TypeIndicator®

(MBTI)Assessment Center

Benchmarks

PerformanceAppraisals and

360-Degree FeedbackSystems

Popular Assessment ToolsPopular Assessment ToolsPopular Assessment ToolsPopular Assessment Tools


Assessment Tools: Assessment Tools: Myers-Briggs Myers-Briggs (MBTI)(MBTI)

Assessment Tools: Assessment Tools: Myers-Briggs Myers-Briggs (MBTI)(MBTI)

Most popular psychological test for employee development

Used for understanding such things as:–communication–motivation–teamwork–work styles–leadership


Personality Types Used in the Myers-Personality Types Used in the Myers-Briggs Type Indicator AssessmentBriggs Type Indicator Assessment

Personality Types Used in the Myers-Personality Types Used in the Myers-Briggs Type Indicator AssessmentBriggs Type Indicator Assessment


Personality Types Used in the Myers-Briggs Type Personality Types Used in the Myers-Briggs Type Indicator Assessment (concluded)Indicator Assessment (concluded)

Personality Types Used in the Myers-Briggs Type Personality Types Used in the Myers-Briggs Type Indicator Assessment (concluded)Indicator Assessment (concluded)


Examples of MBTI UseExamples of MBTI UseExamples of MBTI UseExamples of MBTI Use

Can be used by salespeople who want to become more effective at interpersonal communication by learning things about their own personality styles and the way they are perceived by othersCan help develop teams by matching team members with assignments that allow them to capitalize on their preferencesCan help employees understand how the different preferences can lead to useful problem solving


Assessment Tools: Assessment Tools: Assessment Center Assessment Center (1 of 2)(1 of 2)


A process in which multiple raters or evaluators evaluate employees’ performance on a number of exercises–usually held at an off-site location–used to identify if employees have the abilities,

personality, and behaviors for management jobs

–used to identify if employees have the necessary skills to work in teams




Types of exercises used include: – leaderless group discussions– interviews– in-baskets– role plays


Examples of Skills Measured by Examples of Skills Measured by Assessment Center ExercisesAssessment Center Exercises

Examples of Skills Measured by Examples of Skills Measured by Assessment Center ExercisesAssessment Center Exercises


Assessment Tools: Assessment Tools: BenchmarksBenchmarksAssessment Tools: Assessment Tools: BenchmarksBenchmarks

An instrument designed to measure important factors in being a successful managerItems measured are based on research that examines the lessons executives learn at critical events in their careersThis includes items that measure managers’ skills in dealing with: – subordinates– acquiring resources– creating a productive work climate


Skills Related to Managerial Skills Related to Managerial SuccessSuccess

Skills Related to Managerial Skills Related to Managerial SuccessSuccess

ResourcefulnessDoing whatever it takesBeing a quick studyBuilding and mending relationshipsLeading subordinatesCompassion and sensitivityStraightforwardness and composureSetting a developmental climate

Confronting problem subordinates

Team orientation

Balance between personal life and work

Decisiveness

Self-awareness

Hiring talented staff

Putting people at ease

Acting with flexibility


Assessment Tools:Assessment Tools:Performance AppraisalsPerformance Appraisals

Assessment Tools:Assessment Tools:Performance AppraisalsPerformance Appraisals

TThe process of measuring employees’ performance

Approaches for measuring performance:– ranking employees– rating work behaviors– rating the extent to which employees have desirable

traits believed to be necessary for job success (e.g., leadership)

– directly measuring the results of work performance (e.g., productivity)


Conditions in which Performance Conditions in which Performance Measurement is useful for DevelopmentMeasurement is useful for Development

Conditions in which Performance Conditions in which Performance Measurement is useful for DevelopmentMeasurement is useful for Development

The appraisal system must give employees specific information about their performance problems and ways they can improve their performanceManagers must be trained in providing performance feedbackManagers must frequently give employees performance feedbackManagers also need to monitor employees’ progress in carrying out the action plan


Assessment Tools: Assessment Tools: 360-Degree 360-Degree Feedback SystemFeedback System

Assessment Tools: Assessment Tools: 360-Degree 360-Degree Feedback SystemFeedback System

Rating Form

Rating Form

Rating Form

Rating Form

Self

Peers

Customers Subordinates

Manager


Development Planning Activities from Development Planning Activities from 360-degree Feedback Process360-degree Feedback Process

Development Planning Activities from Development Planning Activities from 360-degree Feedback Process360-degree Feedback Process


Factors necessary for a 360-degree Factors necessary for a 360-degree feedback system to be effective:feedback system to be effective:

Factors necessary for a 360-degree Factors necessary for a 360-degree feedback system to be effective:feedback system to be effective:

The system must provide consistent (reliable) ratings

Feedback must be job-related (valid)

The system must be easy to use, understandable, and relevant

The system must lead to managerial development


360-Degree Feedback:360-Degree Feedback:Important Issues to ConsiderImportant Issues to Consider

360-Degree Feedback:360-Degree Feedback:Important Issues to ConsiderImportant Issues to Consider

Who will the raters be?How will you maintain the confidentiality of the raters?What behaviors and skills are job-related?How will you ensure full participation and complete responses from every employee who is asked to be a rater?What will the feedback report include?How will you ensure that managers receive and act on the feedback?


Job ExperiencesJob ExperiencesJob ExperiencesJob Experiences

To be successful in their jobs, employees must stretch their skills.They must be forced to learn new skills, apply their skills and knowledge in a new way, and master new experiences. Relationships, problems, demands, tasks, or other features that employees face in their jobsMost employee development occurs through job experiencesA major assumption is that development is most likely to occur when there is a mismatch between the employee’s skills and past experiences and the skills required for the job


Enlarging the Current JobEnlarging the Current JobEnlarging the Current JobEnlarging the Current Job

Job enlargement – adding challenges or new responsibilities to an employee’s current job

This could include:– special project assignments – switching roles within a work team– researching new ways to serve clients and

customers


Characteristics of Effective Job Characteristics of Effective Job Rotation Systems (1 of 2)Rotation Systems (1 of 2)


Job rotation is used to develop skills as well as give employees experience needed for managerial positionsEmployees understand specific skills that will be developed by rotationJob rotation is used for all levels and types of employeesAll employees have equal opportunities for job rotation assignments




Job rotation is linked with the career management process so employees know the development needs addressed by each job assignmentBenefits of rotation can be maximized and work load costs minimized through managing time of rotations. This can help employees understand job rotation’s role in their development plans


Transfers, Promotions, and Transfers, Promotions, and Downward MovesDownward Moves

Transfers, Promotions, and Transfers, Promotions, and Downward MovesDownward Moves

Transfer - in a 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


Interpersonal RelationshipsInterpersonal RelationshipsInterpersonal RelationshipsInterpersonal Relationships

Employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organizational memberTwo types of interpersonal relationships used to develop employees:– mentoring– coaching


Characteristics of Successful Formal Characteristics of Successful Formal Mentoring Programs (1 of 2)Mentoring Programs (1 of 2)


Mentor and protégé participation is voluntary– relationship can be ended at any time without fear of

punishment

Mentor-protégé matching process does not limit the ability of informal relationships to develop

Mentors are chosen on the basis of:– their past record in developing employees

–willingness to serve as a mentor

–evidence of positive coaching, communication, and listening skills




The purpose of the program is clearly understood

The length of the program is specified

A minimum level of contact between the mentor and protégé is specified

Protégés are encouraged to contact one another to discuss problems and share successes

The mentor program is evaluated

Employee development is rewarded


Benefits of Benefits of Mentoring Relationships (1 of 2)Mentoring Relationships (1 of 2)


Mentors provide– career support– psychosocial support

Benefits for protégés:– skill development– higher rates of promotion– larger salaries– greater organizational influence




Provide opportunities for mentors to: – develop their interpersonal skills – increase their feelings of self-esteem and worth

to the organization– gain knowledge about important new scientific

developments in their field


Coaching Relationships Coaching Relationships (1 of 2)(1 of 2)Coaching Relationships Coaching Relationships (1 of 2)(1 of 2)

Coach – a peer or manager who works with employees to motivate them help them develop skills provide reinforcement and feedback

The best coaches are: – empathetic– supportive– practical– self-confident

They also do not appear to know all the answers


Coaching Relationships Coaching Relationships (2 of 2)(2 of 2)Coaching Relationships Coaching Relationships (2 of 2)(2 of 2)

Three roles that a coach can play:– one-on-one with an employee, providing

feedback based on psychological tests, 360-degree assessment, or interviews with bosses, peers, and subordinates

– help employees learn for themselves by putting them in touch with experts who can help them with their concerns and by teaching them how to obtain feedback from others

– provide the employee with resources such as mentors, courses, or job experiences that the employee may not otherwise have access to

1 s. chan training & development chc bba 229 training and development lecture 7 & 8 employee...

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