Chapter 8

Question 1

Training

Answer 1

Focus: Current
Use of work experience: Low
Goal: Preparation for current job
Participation: Required
*usually for blue collar job

Question 2

Development

Answer 2

Focus: Future
Use of work experience: High
Goal: Preparation for changes
Participation: Voluntary

Question 3

Basics of Career Management - Career

Answer 3

A series of job positions that people have held during their working life

Question 4

Basics of Career Management - Career Management

Answer 4

The process for enabling employees to better understand and develop their career skills and interests, and to use these skills and interests more effectively.

Question 5

Basics of Career Management - Career Planning

Answer 5

The process through which a person sets work-related goals, acquires the necessary skills, and seeks opportunities to achieve these career goals.

Question 6

Basics of Career Management - Career Development

Answer 6

The lifelong series of activities that contribute to a person’s career exploration, establishment, success, and fulfillment

Question 7

Employee Development

Answer 7

Combination of formal education, job experiences, relationships,and assessment of personality and abilities to help employees prepare for the future of their careers.
*HRM Establishes a process for employee development that prepares employees to help the org meet its goals.

Question 8

Four approaches to Employee Development

Answer 8

1. Formal Education
2. Assessment
3. Job Experiences
4. Interpersonal relationships

Question 9

Protean Career

Answer 9

a career that frequently changes based on changes in the person’s interests, abilities, and values and in the work environment.
*Example, From doctor to pilot. Change career ganon.

Question 10

5 Stages of Career Cycle

Answer 10

1. Growth Stage (Birth to 14 Years old)
2. Exploration Stage (15 to 24 years old)
3. Establishment Stage (24 to 44 years old)
   - Trial substage
   - Midcareer crisis substage
4. Maintenance Stage (45 to 65 years old)
5. Decline Stage (after 65 years old)

Question 11

Personality Dimension of Career

Answer 11

Realistic - Physical Activity (Engineers, Military officers)
Investigative - Cognitive Activity (Physicians, Psychologists, RDM)
Social - Interpersonal (Auto Sales Dealers, School Admin)
Conventional - Structured; rule regulated (Accountants, Bankers, Credit Manager)
Enterprising - risk-taking
Artistic - Self expression; creative (Advertising Exec., Public Relations Directors)

Question 12

Coaching

Answer 12

Refers to performance improvement usually short term and focuses on a specific skill or ability. training

Question 13

Mentoring

Answer 13

Refers to long term relationship that involves a more senior employee teaching and mentoring a junior employee. development

Question 14

Succession Planning

Answer 14

The process of identifying and tracking high-potential employees who will be able to fill key positions when they become vacant

Question 15

Process for Developing a Succession Plan (8 steps)

Answer 15

1. Identify Positions to Plan For
2. Identify Employees to Include
3. Define Job Requirements
4. Measure Employee Potential
5. Review and Plan to Meet Development Needs
6. Link Succession Planning with Other HR Systems
7. Provide Feedback to Employees
8. Measure the Plan’s Effectiveness
   ~or~
   Effective succession planning includes methods for selecting high-potential employees, providing them with developmental experiences, and getting the CEO actively involved with these employees.

Question 16

Mentor

Answer 16

an experienced, productive senior employee who helps develop a less experienced employee.