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Chapter 9 Employee Development and Career Management MGT 484 Recap: What is Training & Development? Training An organization’s planned effort to facilitate employees’ learning of job-related competencies. Focuses on the current, typically required, not formally tied to career progression Development Formal education, job experiences, relationships and assessments of personality and abilities that help employees prepare for the future. Focuses on the future, typically voluntary, goal is for future career progression Career Paths Recently, changes such as downsizing and restructuring have become the norm, so the concept of a career has become more fluid than the traditional view. Today’s employees are likely to have a protean career, one that frequently changes based on changes in the person’s interests, abilities, and values in the work environment. 3 Traditional Career A career characterized by consistency with one organization and involves a series of promotions up the corporate ladder Ex. Assistant Associate Full professor Protean Career A career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment To remain marketable, employees must continually develop new skills Aspects of Protean Career Emphasizes psychological success rather than vertical success Lifelong series of identity changes and continuous learning Job security replaced by the goal of employability Sources of development are work challenges and relationships, not necessarily training & retraining The new career is not a pact with the organization; it is an agreement with oneself and one’s work Focus on learning metaskills Psychological success: Feeling of pride and accomplishment that comes from achieving life goals that are not limited to achievements at work Metaskills: Learning how to learn (i.e., how to develop self-knowledge and adaptability) Quick Think: Text 37607 An employee starts out as a sales person, becomes an account manager, is promoted to sales manager, and is now VP of Sales. Which type of career did this employee have? 11930 Protean 11931 Traditional 11933 Developmental 11934 Dead end Development Planning (Career Management) Systems Systems to retain and motivate employees by identifying and helping to meet their development needs. Self-Assessment: Use of information by employees to determine their career interests, values, aptitudes, and behavioral tendencies Reality Check: Information employees receive about how the company evaluates their skills and knowledge and where they fit into the company’s plans Goal Setting: Process of employees developing short- and long-term development objectives Action Plan: A written strategy that employees use to determine how they will achieve their short- and long-term career goals Steps and Responsibilities in the Development Planning Process1. Self-Assessment2. Reality Check3. Goal Setting4. Action Plann ...
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