Fundamentals of the Human Resource
Pg. 318 (Assignment #14)
1. How does development differ from training? How does development support career
management in modern organizations?
Development implies learning that is not necessarily related to the employee’s current
job, it prepares employees for other jobs or positions in the organization. Development
may also help employees prepare for changes that new technology or customers may
bring to their organization. Training focuses on helping employees improve performance
in their current jobs. Development supports career management in modern organizations
by helping employees prepare for newly created positions applying technology and
knowledge that will match the organizations priorities and needs.
4. A company that markets sophisticated business management software systems uses
sales teams to help customers define needs and to create systems that meet those needs.
The teams include programmers, salespeople who specialize in client industries, and
software designers. Occasionally sales are lost as a result of conflict or communication
problems among team members. The company wants to improve effectiveness of these
teams, and it wants to begin with assessment. How can the teams use 360-degree
feedback and psychological tests to develop?
The 360-feedback will help the teams rate each individual in terms of work related
behaviors. The rater identifies an area of behavior as a strength of that employee or an
area requiring further development. The results will help set specific development goals
based on the strengths and weaknesses identified. This will help team members learn
how to communicate and avoid loss.
5. In an organization that wants to use work experiences as a method of employee
development, what basic options are available? Which of these options would be most
attractive to you as an employer? Why?
The basic work experience options available to use as methods of employee development
are:
- Job Enlargement
- Job Rotation
- Transfers, Promotions and Downward Moves
- Temporary Assignments with other Organizations (Externship and Sabbatical)
Externship would be the most attractive one to me if I were an employer. There are many
companies that use a lot of different strategies and while at the other company they may
learn or see many ways that might contribute to the company’s success.
7. Many people feel that mentoring relationships should occur naturally, in situations
where senior managers feel inclined to play that role. What are some advantages of
setting up a formal mentoring program, rather than letting senior managers decide how
and whom to help?
A major advantage of formal mentoring programs is that they ensure access to mentors
for all employees, regardless of gender or race. Another advantage of formal mentoring is
that it can ensure that high-potential employees are matched with wise, experience
mentors in key areas.
11. What is the glass ceiling? What are the possible consequences to an organization that
has a glass ceiling? How can employee development break the glass ceiling? Can
succession planning help? Explain.
The glass ceiling is a barrier that has been observed preventing women and minorities
from achieving top jobs in an organization. Possible consequence to an organization that
has a glass ceiling is lack of successful employees due to the lack of access to training
programs, appropriate developmental job experiences and developmental relationships.
Organizations can use development systems to help break through the glass ceiling.
Succession planning ensures that the organization prepares qualified employees to fill
management jobs as managers retire. I believe that succession planning can help because
it focuses on applying employee development to high-potential employees regardless of
their gender.