Module 6 Talent Development Flashcards
What is an employee responsibility in regard to talent development?
A. Advance into a more responsible position after completing development
B. Anticipate future workforce needs
C. Proactively take ownership of his/her career development
D. Consider budget for training programs
C. Proactively take ownership of his/her career development
Talent development opportunities to enhance a current job should be determined by which of the
following?
A. What is available on the department’s development schedule
B. What is appropriate for the business and the job
C. Each employee’s pay grade
D. What the manager thinks the employee should have
B. What is appropriate for the business and the job
What is the best example of a coaching or mentoring opportunity?
A. Access to experts through networks
B. Attendance at an outside seminar
C. Overseas assignment
D. Learn a foreign language
A. Access to experts through networks
Which is an effective measurement of a talent development opportunity?
A. Increase in talent development budgets
B. Improved productivity
C. Addition of more advancement/career programs
D. Addition of new mandatory safety programs
B. Improved productivity
Talent development
Provides opportunity and tools for employees
to advance their skills and competencies in
both their short- and long-term careers.
Organizations support career opportunities
to effectively deploy talented employees,
enabling them to deliver their greatest value
to the organization.
Shared responsibility of talent development
Employer - anticipate future work needs, provide training & learning opportunities, employers who develop EEs & promote from within earn a reputation for career advanement
Employees - proactively take ownership of their career development, should find out what skills & competencies are needed for advancement & actively seek out opportunities to gain them
Employer needs (talent development)
Employees to meet org’s strategy
- ID skills, expertise, & competencies required
- How many EEs needed
- When these EEs are needed
- Where these EEs will be acquired (internal/external)
- Consider budgets & costs for training & development
- Create system for managing process
Employee needs (talent development)
- Career advancement
- Important in attraction & retention
- High potential/performing employees are espeially sensitive - Skill development
- Provides personal satisfaction
- Increases employee’s ability to contribute and be productive
- Meets the need to maintain and improve skills (particularly important for certain professions such as science, engineering, IT)
Talent development opportunities should be (4)
- Clearly defined
- Able to fit into time & resource commitments
- Interesting
- Compatible with day-to-day responsibilities
Two goals of talent development opportunities
- Opportunity to enhance present job
2. Opportunity to accomplish career plans
Types of talent development opportunities (3)
- Learning opportunities
- Coaching/mentoring opportunities
- Advancement/career opportunities
Learning opportunities (talent development) (7)
- Tuition assistance
- Corporate universities
- New technology training
- Attendance at outside seminars, conferences, virtual education, etc.
- Self-development tools & techniques
- On-the-job learning; rotational assignments
- Sabbaticals
Coaching/mentoring opportunities (talent development) (5)
- Leadership and management training
- Access to experts / information networks
- Exposure to resident experts
- Formal or informal mentoring programs
- Training or mentoring others
Advancement/career opportunities (talent development) (12)
- Increased exposure outside the department
- Exposure in the community
- Publish articles
- Learn a foreign language
- Internships
- Apprenticeships with experts
- Overseas assignments
- Internal job posting
- Job advancement / promotion
- Career ladders and pathways
- Succession planning
- Providing “on and off ramps”
Ways to measure effectiveness of talent development programs (4)
- Turnover rates
- Productivity rates
- Engagement levels
- Time to fill roles internally
