1. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri Chapter Twelve Employee development and career management

2. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-2 Employee development and career management Objectives 1 Discuss current trends in using formal education for development. 2 Explain how assessment of personality types, work behaviours and job performances can be used for employees’ development. 3 Develop successful mentoring programs. 4 Explain how job experiences can be used for skill development.

3. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-3 Employee development and career management Objectives (continued) 5 Explain how to help managers coach employees. 6 Discuss the steps in the development planning process. 7 Discuss what companies are doing for management development issues, including succession planning, and helping dysfunctional managers.

4. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-4 Employee development The acquisition of knowledge, skills and behaviours that improve an employee’s ability to meet changes in job requirements and in client and customer demands. Development refers to formal education, job experiences, relationships, and assessment of personality and abilities that help employees prepare for the future.

5. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-5 Table 12.1 Comparison between training and development Focus Use of work experiences Goal Participation Current Low Preparation for current job Required Future High Preparation for changes Voluntary Training Development

6. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-6 Careers Career The pattern of work-related experiences that span the course of a person’s life. Protean career A career that is frequently changing, due to changes in the person’s interests, abilities and values, as well as changes in the work environment.

7. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-7 Careers: key concepts Psychological contract The expectations that employers and employees have of each other. Psychological success The feeling of pride and accomplishment that comes from achieving life goals.

8. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-8 Approaches to employee development Formal education Assessment Job experiences Interpersonal relationships

9. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-9 Formal education programs Employee development programs, including short courses offered by consultants or universities, executive MBA programs and university programs.

10. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-10 Assessment Collecting information and providing feedback to employees about their behaviour, communication style, or skills.

11. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-11 Assessment Myers-Briggs Type Indicator® (MBTI)® A psychological test used for team building and leadership development that identifies employees’ preferences for energy, information gathering, decision making and lifestyle.

12. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-12 Assessment Assessment centres Employ a process in which multiple raters evaluate employees’ performance on a number of exercises.

13. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-13 Assessment Benchmarks © An instrument designed to measure the factors that are important for success.

14. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-14 Assessment Performance appraisals 360-degree feedback systems A performance appraisal process for managers which includes evaluations from a wide range of people who interact with the manager. The process includes self-evaluations, as well as evaluations from the manager’s boss, subordinates, peers and customers.

15. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-15 Job experiences The relationships, problems, demands, tasks and other features that employees face in their jobs.

16. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-16 Job experiences Job enlargement Job rotation Transfers Promotions Downward moves Temporary assignments

17. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-17 Interpersonal relationships Mentoring Mentor: an experienced, productive senior employee who helps develop a less-experienced employee.

18. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-18 Table 12.9 Characteristics of successful formal mentoring programs

19. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-19 Interpersonal relationships Coaching Coach: a peer or manager who works with an employee to motivate him/her, help in the development of skills and provide reinforcement and feedback.

20. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-20 Career management systems A system aimed at retaining and motivating employees through identifying and meeting their development needs (also called a development planning system).

21. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-21 Figure 12.2 Steps and responsibilities in the career management process

22. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-22 Useful websites www.mycareer.com.au www.seek.com.au www.careersonline.com.au www.aacc.org.au

23. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-23 Succession planning The identification and tracking of high-potential employees capable of filling higher-level managerial positions.

24. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-24 Development for managers with dysfunctional behaviours Analysis and diagnosis Coaching Behaviour modelling Support

25. Copyright  2005 McGraw-Hill Australia Pty Ltd PPTs t/a Human Resource Management in Australia 2e by De Cieri, Kramar, Noe, Hollenbeck, Gerhart & Wright. Slides prepared by Helen De Cieri 12-25 Summary Most companies use various development methods: formal education, assessment, job experiences and interpersonal relationships. Employees should have a development plan to identify: type of development needed goals of development the best approach for development whether development goals have been reached.