HR CH 9 EMPLOYEE DEVELOPMENT

Refers to:
- formal education
- job experiences
- relationships
- assessment of personality & abilities

The acquisition of knowledge, skills and behaviors that imporve an employees ability to meet changes in job requirements and in client and customer demands.

TRAINING:
current, low use of work experience, prep for current job and required participation
DEVELOPMENT:
future focus, high use of work experience, prep for changes and voluntary participation.

The sequence of positions held within an occupation

A career that is based on self-direction with the goal of psychological sucess in one's work

Expectationsthat employers and employees have about each other

Feeling of pride andaccomplishmentthat comes from achieving life goals

Retain andmotivate employees by identifying and meeting development needs

Refers to the use of information by employees to determine their career interests, values, aptitudes and behavioral tendencies. It often involves psychological tests like the Myers-Briggs Type indicator, the Strong-Campbell Interest Inventory, and the Self-Directed search.

Leaderless group discussion:
Team solves assigned problem within given time period Interview: Questioned about work & personal experiences, skills career plans In-basket:
Simulation of administrative tasks of manager’s job Role play:
Participant takes role of manager or other employee

Adding challenges or new responsibilities

Moving a single individual from one job to another
gives employees a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department.

Moving employee to different job assignment in different area of company
THESE do not necessarily increase job responsibilities or compensation... likely lateral moves.

May offer opportunities to be exposed to other job demands

Advancement into position with greater challenge & more authority ... includes pay increases.