Coaching: 4 Ans: The Ways Which An Organization Can Implement To Develop Its Employees Are Listed Below
Coaching: 4 Ans: The Ways Which An Organization Can Implement To Develop Its Employees Are Listed Below
Coaching: 4 Ans: The Ways Which An Organization Can Implement To Develop Its Employees Are Listed Below
COACHING
MENTORING
The 9-box grid is an individual employee assessment tool that evaluates the employee's
current and potential levels of contribution to the organization. The grid is most
commonly used in succession planning as a method of evaluating an organization's
talent pool and identifying potential leaders.
CROSS-TRAINING
Cross-training refers to training employees to perform job duties other than those
normally assigned. Cross-training usually does not result in immediate advancement,
but it does indicate that an employee is interested in learning new skills. This skill
diversity may help him or her meet qualifications for future career advancement.
Employers find value in cross-training because it is usually more efficient than bringing
in new hires.
"STRETCH" ASSIGNMENTS
JOB SHADOWING
Job shadowing requires more than just having an employee follow a colleague around
all day. Shadowers view the organization from a different perspective and learn
firsthand about the challenges facing workers in other departments. This perspective
helps employees realize the impact their decisions have on other groups.
JOB ROTATION
Job rotation is the systematic movement of employees from job to job within an
organization.
SUCCESSION PLANNING
Succession planning identifies long-range needs and cultivates internal talent to meet
those needs. Succession plans typically focus on a one- to three-year process of
preparing employees—not preselecting them—for new roles in the organization.
ASSESSMENT CENTERS
An assessment center is not necessarily a physical site, as the term might suggest, but
a program of tools and exercises designed to assess an employee's or job candidate's
suitability in relation to a particular role. Evaluators rate participants based on
standardized activities, games and other simulations to predict the candidates' future
performance.
CORPORATE UNIVERSITIES
To keep employees engaged during online development activities, the training should
deliver content in small, easily understood pieces. Employees also need to understand
how the content will help them do their jobs better.
The supervisor should work with the employee to set developmental objectives.
The supervisor needs to explain what steps the employee must take to achieve these
objectives (e.g., a desired performance level.
The supervisor must refer the employee to appropriate developmental activities that
will help the employee achieve his or her objectives.
The supervisor helps assure the objectives are specific and achievable.
The supervisor must check on the employee’s progress toward achieving the
developmental objectives.
The supervisor must provide reinforcement (e.g., bonuses and additional benefits) so
the employee will be motivated to achieve the developmental objectives