EMLOYEE DEVELOPMENT1
-
Upload
rajeshwari-patil -
Category
Documents
-
view
220 -
download
0
Transcript of EMLOYEE DEVELOPMENT1
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 1/14
Company strategies for providing development
Issues in Training & Development
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 2/14
Strategies for providing development
Involving only top-level executives, senior managers andemployees having high potential.
Involving all employees
E ffective Development strategies
Individualization Learner Control
Ongoing support
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 3/14
Example
Booz Allen Hamilton, consulting company
Development framework involves:
Development roles
Performance expectations
Development needs
Development road map
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 4/14
E-Learning and Employee Development
IBM·s Basic Blue for Managers
Learning model includes
Management Quick Views
Interactive learning modules and simulations
Collaborative Learning
Learning Labs
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 5/14
Issues in Training and Development
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 6/14
� Failing to provide required training
� Incurring employee injury during a training
activity.
� Incurring breach of confidentiality or defamation� Reproducing and using copyrighted material in
training classes without permission
� Excluding women, minorities, and older
Americans from training programs
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 7/14
Cont«.
Not ensuring equal treatment while in training
Requiring employees to attend training programs they
find offensive
Not accommodating trainees with disabilities
Incorrectly reporting training as an expense or failing
to report training
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 8/14
Cross-Cultural Preparation:
CrossCross--culturalcultural preparation preparation involves educating employees and
their families who are to be sent to a foreign country (i.e.,
expatriates)
To successfully conduct business in the global market place,
employees must understand the business practices and the
cultural norms of different countries
Managing work force diversity:
Managing diversity requires the company to develop employees
so that they are comfortable working with others from a wide
variety of ethnic, racial, and religious backgrounds
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 9/14
chool-to-Work Transition:
SchoolSchool--toto--workwork transitiontransition programs programs combine classroom
experiences with work experiences to prepare students foremployment
SchoolSchool--toto--WorkWork OpportunitiesOpportunities Act Act encourages partnerships
between educational institutions, employers, and labor
unions
� Every school-to-work system required to include work-
based learning, school-based learning, and activities
that match students with employers
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 10/14
Training·s Role in Welfare-to-Work Programs
There are two methods for training welfare recipients:
The first model involves government agencies referring
welfare recipients to a company-sponsored training
program subsidized with money and tax credits from the
government
The second method is for state and local governments toprovide life and skills training directly to welfare recipients
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 11/14
Internal Issues
Joint Union-Management Programs:
� Provide a wide range of services designed to help employees
learn skills that are directly related to their job
� Develop skills that are ´portableµ ² i.e., valuable to employersin other companies or industries
� Both employers and unions contribute money to run the
programs and both oversee their operation
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 12/14
The Succession Planning Process:
1. Identify what positions are included in the plan
2. Identify the employees who are included in the plan
3. Develop standards to evaluate positions
4. Determine how employee potential will be measured
5. Develop the succession planning review
6. Link the succession planning system to other human resource systems
1. Determine what feedback is provided to employee
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 13/14
Training and Pay Systems
Training is increasingly linked to employees· compensation
skill-based pay systemsknowledge-based pay systems
Employees· pay is based primarily on the knowledge and skills
they possess rather than the knowledge or skills necessary to
perform the current job
8/6/2019 EMLOYEE DEVELOPMENT1
http://slidepdf.com/reader/full/emloyee-development1 14/14