HRM500 Week 6 Scenario Script: Employee Development, Training, and Career Management Slide # Scene/Interaction Narration HRM500 Week 6 Scenario Script - Part 1: Performance Management Slide 1 Scene 1 HRM500_6_1_Angela-1: Welcome back, team! Employee development is the combination of Angela's Office formal education, job experiences, relationships, and assessments of personality and abilities to help employees prepare for the future of their careers. Employee development is crucial in retaining employees and creating a competitive advantage for an organization. In addition to employee development, we will also be taking a brief look at training and career management during this session. What have you learned from your research on these topics, team? HRM500_6_1_Ashley-1: Well Angela, the term \"development\" suggests that it is future oriented. Development is not necessarily related to an employee's current position. However, it prepares employees for other positions in the organization and increases their ability to move into jobs that do not yet exist. HRM500_6_1_Michael-1: On the other hand, training focuses on helping employees improve performance in their current jobs. HRM500_6_1_Ashley-2: In the past, a career was a sequence of positions within an organization or occupation. Today, due to downsizing and restructuring, the definition of a career has changed. Today's employees are likely to have a protean career - one that changes based on the person's interests, abilities and values, as well as changes in the work environment. HRM500_6_1_Angela-2: Ashley and Michael, I can tell the two of you understand the importance of training and employee development to move the company forward, to help employees improve performance in their current positions, and to prepare them for future roles. Scene 2 Angela's Office HRM500_6_2_Angela-1: Let us now look at approaches to employee development we can take here at Montrose. What did you two come up with? HRM500_6_2_Ashley-1: There are four common approaches to employee development: formal education, assessment, job experiences, and interpersonal relationships. HRM500_6_2_Michael-1: Our company can support several formal education activities either on site or external to the organization. They may include workshops designed for employees and courses offered at a university, such as an executive MBA program. HRM500_6_2_Ashley-2: We can also include lectures by business experts, games, simulations, meeting with customers, and experiential programs. HRM500_6_2_Michael-2: Assessments are used to collect information and provide feedback to employees about their behavior and job performance in order to plan employee development. HRM500_6_2_Ashley-3: Myers-Briggs is the most popular inventory for employee development. This assessment will help us determine individual preferences for sources of energy, means of information gathering, decision-making preferences and lifestyle preferences. This will provide important information for team building and leadership development. HRM500_6_2_Michael-3: We can use assessment centers with multiple evaluators to assess employee performance on a number of group exercises. Leadership group discussions can also be used as an assessment exercise, in which a team of five to seven employees is assigned a problem and must work as a group to find a solution within a certain timeframe. HRM500_6_2_Ashley-4: We can use measurement tools called benchmarks to gather ratings on skills associated with success in managing. Some areas that are measured include: resourcefulness, willingness to do whatever it takes, ability to learn new skills quickly, ability to build and mend relationships, and self-awareness. HRM500_6_2_Michael-4: To provide a comprehensive picture of a manager's skills, the manager's supervisor, peers and the manager themself all complete the assessment. The manager then receives a summary of the report with recommendations to improve in each area. HRM500_6_2_Angela-2: Ashley and Michael, we have already accomplished a lot so far in looking at the formal education and assessment approaches to employee development. Scene 3 Angela's Office What are your thoughts on the role of job experiences and how they can be used to help employees develop skills? HRM500_6_3_Michael-1: Job experiences are the combination of relationships, problems, demands, tasks, and other features of an employee's job. By using job experience for employee development, we assume that development is most likely to occur when the employee's skills and experiences do not completely match up with the skills required for the employee's job. HRM500_6_3_Ashley-1: We can use job enlargement by adding challenging or new responsibilities to employees' current jobs. This can include working on a specific project or task force to solve a problem. Job enlargement will also make the job more interesting and create an opportunity for employees to develop new skills. HRM500_6_3_Michael-2: We can use job rotation to develop employees by moving them through a series of assignments in one or more functional areas. Job rotation allows employees to have a greater appreciation for the company's goals, increase their understanding of different areas within the company, help them to develop a network of contacts, and improve problem solving and decision making skills. HRM500_6_3_Ashley-2: We can offer transfers to employees in other areas of the company. Most employees who take advantage of transfers are highly ambitious and believe that the organization offers a promising future. They feel that by accepting the transfer, they will help the company succeed. HRM500_6_3_Michael-3: When an employee qualifies for a promotion, the employee moves into a position with greater challenges, responsibilities and authority than the previous position. This generally includes a pay increase. If we offer support and assistance, employees will be more likely to accept promotions. HRM500_6_3_Ashley-3: Another option is an externship or an external assignment. Employees can be \"loaned out\" to other business units. Employees can see how their actions benefit other parts of the organization as well. Finally, we can offer sabbatical leaves. A sabbatical is a leave of absence from an organization to renew or develop skills. These skills can be very beneficial for the organization. HRM500_6_3_Angela-1: Well, you have both certainly done your research on job experiences! Scene 4 Angela's Office Now let's discuss interpersonal relationships. HRM500_6_4_Michael-1: Interpersonal relationships will help employees develop skills and increase their knowledge of the organization and its customers. Two types of relationships that are used for employee development are mentoring and coaching. HRM500_6_4_Ashley-1: A mentor is an experienced senior employee who helps develop a less experienced employee. A coach is a peer or manager who works with employees to help motivate them, help them develop their skills, and provide reinforcement and feedback. I think we can begin to utilize both mentors and coaches here at Montrose. HRM500_6_4_Angela-1: I agree! Please take a few minutes to complete a quick activity on the four approaches to employee development before we move on to our final topic. Industri al Revoluti onaction plannin g Interaction - Four part True/False series about each approach to employee development Scene 5 Angela's Office *Accordian tabs interaction for 5 steps of career management process HRM500_6_5_Angela-1: Michael and Ashley, good job on the activity. Our final topic will be systems for career management. HRM500_6_5_Angela-2: The steps in the career management process are: data gathering, feedback, goal setting, action planning and follow-up. Can you explain a little bit more about each of these steps for me, team? HRM500_6_5_Michael-1: There are several ways to gather data. A self-assessment uses information by employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs. Data gathering focuses on competencies needed for career success and includes a variety of measures. HRM500_6_5_Ashley-1: Feedback is another important step in career management. Employees are able to receive information about skills and knowledge and where these assets fit into the organization's plans. HRM500_6_5_Michael-2: In the goal setting phase, employees set short and long term goals. These goals include one or more of the following categories: desired positions, level of skill to apply, work setting, and skill acquisition. HRM500_6_5_Ashley-2: During the next phase, employees prepare an action plan for how they will achieve short term and long term goals. The employee is responsible for creating steps and a timetable to reach goals. HRM500_6_5_Michael-3: During the final phase, follow-up assessments or activities are conducted to determine the success of the process as well as areas which need improvement. fo Scene 6 Angela's office HRM500_6_6_Angela-1: Ashley and Michael, good job researching training, employee development and career management. It is important to look at the entire career of the employees to help them reach their goals and to create a competitive advantage here at Montrose. Let's plan to meet back here next week to discuss issues involving employee payment practices. Make sure you complete your discussions on Psychological Tests and Employee Development, as well as Senior Executives and Women Workers. Oh, and don't forget to turn in your assignment on Organizational Structure. See you next week, team