MGMT HR Chapter 9

MGMT HR Chapter 9 - Chapter 9 10 questions Know...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 9 – 10 questions Know relationships and differences between development and training Be familiar with different types of approaches to employee development (e.g., assessment centers) Performance appraisals Job experiences Mentoring Coaching Steps and Responsibilities in the Career Management Process (Figure 9.3) Glass ceiling I. Relationships and differences between development and training a. Development- the acquisition of knowledge, skills, and behaviors that improve an employee’s ability to meet changes in job requirements and in client and customer demands i. Formal education, job experiences, relationships, and assessment of personality and abilities that help employees prepare for the future ii. Involves learning that is not necessarily related to the employee’s current job b. Training- focuses on helping employee’s performance in their current job Training  Development Focus: Current Future Use of Work Experience: Low High Goal:  Preparation for current job Preparation for changes Participation: Required Voluntary c. As training becomes more strategic, the distinction between training and development will blur II. Be familiar with different types of approaches to employee development a. Formal Education-  employee development programs designed specifically for the company’s employees, including short courses offered by consultants of universities, executive MBA programs, and university programs. i. may involve lectures by business experts, business games and simulations, adventure learning, and meetings with customers ii. many companies rely on in-house programs (instead of sending employees to programs offered by universities)because they can be tied directly to business needs, can be easily evaluated using company metrics, and can get senior-level management involved iii. important trends in executive education 1. Leadership, entrepreneurship, and e-business are the most important topics discussed in the programs 2. Companies and universities are using distance learning (ex: online video lectures) to reach audiences
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
3. Companies and education providers are creating short custom courses with content designed specifically to meet the needs of the business iv. Tuition reimbursement -the practice of reimbursing employee’s costs for college and university courses and degree programs 1. Companies provide reimbursement to encourage employees to develop b. Assessment- involves collection information (by the employees, their peers, managers or customers) and providing feedback to employees about their behavior, communication style, or skills i. used to identify employees with managerial potential, measure current managers strengths and weaknesses, identify managers with potential to move up, and to identify strengths and weaknesses of individuals in a work team ii. Assessment tools 1. Personality tests
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 02/08/2011 for the course MGMT 371 taught by Professor Mackenzie during the Fall '09 term at South Carolina.

Page1 / 6

MGMT HR Chapter 9 - Chapter 9 10 questions Know...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online