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Defining Career Development
Career Development - correct answer Process by which employees progress through a series of stages in their careers. Each stage is characterized by unique issues, themes, and tasks. What are the 2 processes of career development? - correct answer Career planning & career management Career Planning - correct answer The activities someone does to give direction to their work lives. Managers and HR can assist, and the focus is on the individual Career Management - correct answer Process of preparing, implementing, and monitoring an employee's career path with a focus on the goals and needs of the org. What is the difference between career planning and career management? - correct answer Career planning focuses on the individual, career management focuses on the org. Career planning and career management are two parts of what process? - correct answer Career development What are some activities involved in career planning? - correct answer Identify personal abilities and interests, plan personal career goals, communicate development preferences to the manager, assess career path options in and outside of the org, design a career plan that accommodates the org's needs, participate in learning and development opportunities. What are some activities involved in career management? - correct answer Identify future org staffing needs, assess career strategies and development programs, create career development programs (paths & ladders,) match org needs w/ individual abilities, provide on-the-job (OTJ) development, coaching, and career training
What role do individuals play in their careers, and what role do managers / supervisors play? - correct answer Individuals bear the primary responsibility for their own careers, as they best understand their own needs and aspirations. Managers serve as the support linkage between the individual and the org. What are the 4 roles managers can perform to aid in their employees' career development? - correct answer Coach (listen, clarify, identify career concerns); Appraiser (give feedback, clarify performance standards); Advisor (suggest options, make recommendations, give advice, help set goals); Referral agency (link employees to org resources.) Individual Development Plan (IDP) - correct answer Details an employee's intentions, leaning outcomes, and the support needed to meet growth goals. What are the minimum components of an IDP? - correct answer 1.) Employee profile 2.) Career goals & objectives (id the roles to be pursued.) 3.) Development Objectives (statements linking org goals to employee goals.) 4.) Training and development interventions (activities employee will pursue to build KSA's. 5.) Outcomes - how development-building efforts will be measured 6.) Signatures and dates - sign-offs by the supervisor and employee When are Individual Development Plans most effective? - correct answer When they align with org needs, reflect an accurate assessment of the employee's strengths and needs, focus on challenging development activities tied to individual needs, include opportunities for coaching and feedback, are embraced and owned by the employee. What should leaders do to establish a culture that fosters career development? - correct answer Clearly link career development to the org's mission, clearly communicate business goals, reward managers who help employees with career planning, participate in career development workshops, identify measure of success to track performance. In a high power distance culture, when might employees feel motivated by a career development plan? - correct answer When trusted superiors make development choices for them.
What are some disadvantages of a dual career ladder? - correct answer Restrictions on company size and revenue may preclude this option for some orgs; may be some resentment from managers who feel that those without management duties are not really earning their pay. Coaching - correct answer One-on-one discussions between an employee and an experienced individual. Difference between internal and external coaching - correct answer Internal coaching occurs b/t the worker and manager to discuss career goals. External coaching often happens confidentially with a certified coach. Executive coaching - correct answer Coaching typically conducted by a third-party vendor; supports managers in mastering principles for achieving extraordinary results and empowering staff success. Mentoring - correct answer Developmentally oriented relationship between two individuals, usually between a more senior colleague and junior colleague; almost always is someone other than the employee's immediate supervisor. Formal Mentorships - correct answer Are connected to an org's strategic business objective, involves a strategic matching of mentor and mentee, has defined engagement timelines, and provides support, training, and monitoring. Informal Mentorships - correct answer Naturally occurring pairings that are often initiated by the mentee selecting someone they admire, typically does not have specific goals or development plans, and the mentee can ask questions as they arise. Do formal mentorships replace informal ones? - correct answer No; they are created to embed mentoring as an important part of the org's culture and talent management strategies. What are some benefits for the mentor in a mentorship? - correct answer Development of leadership style, reflection of their own goals, exposure to fresh perspectives and ideas
What are some benefits for the org in a mentorship? - correct answer Can identify and retain emerging talent, improve employee morale and performance, and reduce turnover What are some of the differences between coaching and mentoring? - correct answer 1.) Qualifications of coaches vs mentors; 2.) Power dynamics - coaches reinforce improvement in skills, mentoring is a two- way, mutually beneficial relationship 3.) Focus - coaches are short term and task based vs mentoring is longer term and more broadly focused on the individual 4.) Agendas - coaches help individual create their own values, goals, and analyses vs mentors use their personal experience to help be a guide. What are some ways an org an build an internal talent pool? - correct answer Tuition reimbursement programs & partnerships with local universities What are some developing career trends? - correct answer New generations of workers expect to have multiple jobs and careers in their lifetime, greater responsibility in their own career paths, careers characterized by skills that can be reassembled into new ones, contingent work as a stepping stone to a new career, shouldering more responsibility (with perhaps less experience / time to grow skills) as markets grow rapidly How do career planning and career management differ? - correct answer Career planning identifies personal abilities, while career management focuses on organizational staffing needs. Factory workers from the assembly department are assigned to the shipping department every other week. Which type of career development program are these workers participating in? - correct answer Job rotation is the movement between different jobs that require similar skill sets. These programs eliminate boredom on the part of employees as they participate in different jobs that build a wider range of skills and experiences. How can management best establish a culture that values career development in an individual development plan (IDP)? - correct answer Link career development to business objectives.
