Development Flashcards
focused on interventions and processes that enable long-term growth of the employees, teams, and the organization. Anticipating future challenges and needs.
Development
is a process of improving competencies of an employees knowledge, skills, and other requirements of the current job.
Training
Two types of goals of Performance management meng
performance goals and developmental goals
One of the approaches to development is ______; an inherently developmental approach with a goal to improve the organization’s capabilities
Performance management
____ may cover one fiscal year or it can even go beyond and may include both training and development needs. Uses _____ for development analysis tool to improve an employees performance
Individual Development Plans & performance feedback
_____ is a collaborative process between the organization and the individual to ensure that the organization has the right people in important jobs where they are needed and the individual achieves career goals in the organization.
Looks at the bigger picture and lasts 2-3 years
Career Management
______ is not a location but a process of evaluating and selecting applicants for top-level positions. It is used in hiring or for promotion. It involves the observation by trained assessors on the obvert behaviors of the applicant on the dimensions considered critical to the performance of a target job (Thornton and Gibbons 2009).
Employees go through a battery of tests, assessments, and simulations that may be individually or by group. Exercises are designed to assess the specific behavior needed in the positions being filled.
Assessment Center
The predictive validity of assessment centers is enhanced when ________, together with ________, do the assessments; when peer evaluation is introduced; and when more exercises are used
psychologists, managers
The aim of this kind of feedback is to get a holistic view of the employee from people who may not normally provide feedback. It is a process of getting information about the employee from different stakeholders such as direct reports, manager, customers, clients, and peers. primarily used for developmental rather than administrative purposes such as promotions or salary increases.
360-Degree Feedback
A 360-degree feedback is also known as ______ or _________.
multi-source or multi-rater feedback
Employees become more open to 360-degree feedback when they are informed of its objectives. True or False
True
_____ is Another way to develop employees is to assign them to different jobs at regular intervals or at periods regarded as the standard length of time a skill is learned.
Job Rotation
According to ________, the productivity of workers can be increased by enhancing skills either through learning new ones or improving skills already possessed by the individual. Skills may be gained through formal training or learning by doing.
human capital theory (Becker 1975)
_______ is a process of inspiring employees in order to maximize their full potential.
The process results in improving employees’ overall view of work and life in general, encouraging them to identity and develop skills.
Coaching
Coaches work on the premise that the trainee is an expert in the field of work. Given this, the coach’s role is to _____ (5)
enable the employee to clarify objectives
encourage self-realizations
generate strategies to achieve objectives
prepare the employee to accept responsibility
accountability for his or her actions and decisions
Coaches work on the premise that the trainee is an expert in the field of work. Given this, the coach’s role is to _____ (5)
enable the employee to clarify objectives
encourage self-realizations
generate strategies to achieve objectives
prepare the employee to accept responsibility
accountability for his or her actions and decisions
A review of literature on executive coaching reveals the following core processes (Kampa-Kokesch and Anderson 2001):
- Establishing trust
- Evaluating the trainee and his or her work environment
- Giving feedback
- Developing a plan
- Implementing a development plan
- Evaluating
Coaching is to ________ while mentoring is to _______
1) trained managers
2) senior person
The _______ is a source of expertise, advice, and counsel and may give more directions than coaches.
Mentor
_______ may be assigned to an employee to stretch one’s skills.
This could also be a good diagnostic tool to determine the key gaps in order to progress to a higher level.
Special projects
A special project may be assigned to develop an employee’s _____(1), _____(2) or _____(3)
technical, functional, or leadership skills.
For special projects to succeed, as a developmental intervention, it is not helpful to put a mentor or coach in place for this disrupts the process. T or F
False
