Answers to Questions on Employee Development

8. Why should companies be interested in helping employees plan their development? What benefits can companies gain? What are the risks?

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Helping employees plan their development in a company enables the company to identify those employees in the company who are able to fill higher managerial positions in the future. The benefits that the company gets are that within the company, employees are not hired to higher level management when they are not ready, makes sure that the organization constantly produces individuals who are ready for higher management jobs and assists in ensuring that employees in the company gain the necessary skills required to be higher up in management. The risk involved is that the developed employees may leave the company after they have received training thereby taking with them the newly acquired knowledge to a possible competitor.

9. What are the managers roles in development systems? Which role do you think is most difficult for the typical manager? What is the easiest role? List reasons why managers might resist involvement in career management.

The roles played by a manager in a development system include reality check, goal setting, self-assessment, and action planning. The role that I think is the most difficult is a reality check. This is because managers have to inform the employees about their evaluations and management and sometimes it is difficult for some managers to comment on the progress of employees as it may create conflicts. Additionally, some employees may not take criticism very well. The easiest role is goal setting as each manager has an idea of what they want the company to achieve. Managers might resist involvement in career development since

They may not feel comfortable

Some managers may feel that there is no adequate time.

10. What should be included in a development plan? What do you think is the most important part of the plan for ensuring that employees develop? Explain your choice.

The aspects that should be included in a development plan include a section of weaknesses and strengths, expected results, future assignments, development and training needs, the expected challenges, the manner in which to address the challenges, the short and long term goals and the expected outcomes of the impacts that the development plan would have on the company. Moreover, the development plan should outline what it intends to achieve in a precise manner and encourage feedback. The most vital aspect of the plan is the training and development section. This is because training and development enable the company to attain its goals and objectives.

11. Should a company identify and formally acknowledge its high potential managers or should it be kept a secret? Should managers know they are considered as high-potential managers? Explain your choice.

Companies should identify and formally acknowledge their high potential managers as this enables the company to ensure that everything runs smoothly in the organization. Furthermore, it ensures that managers and employees do not leave the company. Managers should be informed that they are high potential since this ensures that performance continues. By giving high potential managers special assignments, the possibility of such managers leaving is diminished.

12. Nationwide Financial, a 5000-employee life insurance company, based in Columbus Ohio, uses the nine-box grid for its succession review. What type of development plans and activities would you recommend for solid but outstanding performers with moderate leadership potential? How would these plans differ from employees with high potential and high performance?

Having a mix of development and training for employees with moderate leaders assists in ensuring that their performance continues in the company. Additionally, the development experiences of such employees enable them to constantly grow their skills and also assist them in determining their interests. The employees with higher potential would have different development plans such as different activities that are not based on their capability but activities that keep their knowledge, and skills motivated for future innovation and creativity.

13. Explain the four steps in onboarding. What should new hires learn at each step? How might social media or the internet aid the onboarding process?

Onboarding has four steps: connection, compliance, culture, and clarification. Onboarding assists now employees to adjust to the various performance aspects of their new job. Furthermore, onboarding enables the new employees to increase overall satisfaction and establish relationships. The internet and the social media encourages new employees to share vital information and discover new information through blogs. Furthermore, the social media and the internet enables the employees to take part in activities that may support the onboarding programs.