1. What role does assessment have in employee development? Can assessment alone be effective for development? Why or why not?

2. Your boss is interested in hiring a consultant to help identify potential managers from current employees of a fast-food restaurant. The manager's job is to help wait on customers and prepare food during busy times, oversee all aspects of restaurant operations (including scheduling, maintenance, on-the-job training, and food purchase), and motivate employees to provide high-quality service. The manager is also responsible for resolving disputes between employees. The position involves working under stress and coordinating several activities at one time. Your boss asks you to outline the type of assessment program you believe would best identify employees who could be successful managers. What will you tell your boss?

3. Many employees are unwilling to relocate geographically because they like their current community and because spouses and children prefer not to move. As a result, it is difficult to develop employees through job experiences that require relocation (e.g., transfer to a new location). How could an employee's current job be changed to develop that employee's leadership skills?

4. Why do companies develop formal mentoring programs? What are the potential benefits for the mentor and for the protg? What is the best way to match mentors and protgs?