Employee Development

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Employee Development
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Lecture Outline

• Employee Development Definition
• Training vs. Development
• Goal Orientation
• Career Development
• 4 Types of Employee Development
• Mentoring

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Employee Development

• Employee development definition
• The combination of formal education, job
  experiences, relationships, and assessment of
  personality and abilities to help employees
  prepare for the future of their careers.
• Development is
• Continuous learning
• Self-directed
• Relational
• Found in work challenges

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Quick Quiz

• Put a T next to the statements that best describe
  Training and put a D next to the statements that
  best describe Development.
• Focus is on the present
• Focus is on the future
• Preparation for changes
• Preparation for current job
• Participation is required
• Participation is voluntary

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Quick Assessment

• Please read each of the following items
  carefully, thinking about how it relates to your
  life, and then indicate how true it is for you.
  Use the following scale
• 1--------------------2--------------------3-------
  -------------4--------------------5
• (not at all true of me)
  (somewhat true of me)
  (very true of me)  
• _____ I prefer challenging and difficult classes
  so that Ill learn a great deal.
• _____ I truly enjoy learning for the sake of
  learning.
• _____ I like classes that really force me to
  think hard.
• _____ Im willing to enroll in a difficult course
  if I can learn a lot by taking it.
• _____ Its important that others know that I am a
  good student.
• _____ I think that its important to get good
  grades to show how intelligent you are.
• _____ Its important for me to prove that I am
  better than others in the class.
• _____ To be honest, I really like to prove my
  ability to others.
• _____ I would rather drop a difficult class than
  earn a low grade.
• _____ I would rather write a report on a familiar
  topic so that I can avoid doing poorly.
• _____ I am more concerned about avoiding a low
  grade than I am about learning.
• _____ I prefer to avoid situations in classes
  where I could risk performing poorly.
• _____ I enroll in courses in which I feel that I
  will probably do well.

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Goal Orientation

• Learning-goal orientation
• The extent to which an individual enjoys
  developing competence by acquiring new skills and
  mastering new situations.
• Performance-goal orientation
• The extent to which an individual wants to
  demonstrate and validate the adequacy of ones
  one competence by seeking favorable judgments and
  avoiding negative feedback about ones
  competence.
• Prove-goal Demonstrating competence and gaining
  approval
• Avoid-goal Avoiding potentially negative
  feedback by not seeking it

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Discussion Question

• Which type of person (learning-goal or
  performance-goal oriented) does the best in terms
  of development?

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Career Development

• Traditional Career
• A career characterized by consistency with one
  organization and involves a series of promotions
  up the corporate ladder.

• Protean Career
• A career that frequently changes based on changes
  in the persons interests, abilities, and values
  in the work environment.

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Aspects of the Protean Career

• Focus on 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 and
  retraining programs
• The new career contract is not a pact with the
  organization rather, it is an agreement with
  ones self and ones work
• Focus on learning metaskills (learning how to
  learn), i.e., how to develop self-knowledge
  (about ones identity) and adaptability

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Discussion Question

• Why do you think the Protean career path is
  presently more common?
• If the Protean career path is the one you will
  most likely take how will this affect where you
  decide to accept a job offer?

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Test Your Knowledge

• An employee starts out as a sales person, then
  becomes an account manager, gets promoted to
  sales manager, and is now VP of Sales. Which
  type of career did this employee have?
• Protean
• Traditional
• Glass ceiling
• Dead end

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Career Development Periods
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Balancing Organization and Individual Needs
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Employee Development
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Formal Education

• Formal education programs may include
• Workshops
• Short courses by consultants or universities
• University programs
• Executive MBA programs

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Assessment

• Assessment definition
• Collecting information and providing feedback to
  employees about their behavior, communication
  style, or skills.
• Types
• Personality (MBTI)
• http//www.personalitypathways.com/type_inventory.
  html
• Assessment centers
• Benchmarks
• Performance appraisals

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Quick Web Link

• To do some self-assessments about your
  development go to the following web sites
• http//www.pao.gov.ab.ca/?filetoolkit/assessing/a
  ssessing-your-strengths
• http//www.cdm.uwaterloo.ca/step1.asp

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Job Experiences
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Interpersonal Relationships

• Mentor
• An experienced, productive senior employee who
  helps develop a less experienced employee (a
  protégé)
• Coach
• A peer or manager who works with an employee to
  motivate the employee, help him or her develop
  skills, and provide reinforcement and feedback

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Top Ten Myths about Mentors

• Mentors exist only for career development.
• You need only one mentor.
• Mentoring is a one-way process.
• A mentor has to be older than the protégé.
• A mentor has to be the same gender and race as
  the protégé.

• Mentor relationships just happen.
• Highly profiled people make the best mentors.
• Once a mentor, always a mentor.
• Mentoring is a complicated process.
• Mentor-protégé expectations are the same for
  everyone.

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Mentoring Functions
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Tips for Getting a Mentor

• Mentors look for protégés with the following
  qualities
• Commitment to learning
• Genuine interest in professional and personal
  growth
• Active listening skills
• Openness and receptiveness to receiving feedback
  and coaching
• Self-management skills
• Willingness to take risks
• Desire for self-fulfillment
• Willingness to develop a sense of self and
  personal vision

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Discussion Question

• Why is having a mentor important to your career?
• How would you go about trying to get a mentor?

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Homework (due next class)

• Self Assessment Exercise (Figure 9.4) (p. 306)
• Step 1 Where am I?
• Step 2 Who am I?
• Step 3 Where would I like to be, and what would
  I like to happen? (Goal setting)
• Step 4 An ideal year in the future.
• Step 5 An ideal job.
• Step 6 Career by objective inventory.

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Take-Home Points

• Understand difference between training and
  development
• Aware that jobs/careers are changing
• Think about own career goals and own personal
  development