Developing employees is different than training employees, though human resource functions often tend to group these activities together.Training and development are not always mutually exclusive, though they do have a different focus.Though training programs tend to be focused on improving employee performance in a current job, they may also be preparing employees for future assignments/jobs.In your own words, describe and provide at least one example of each of the following:
a) the difference between employee development and training programs;
b) how training programs can be used to support employee development;
c) how training and development support career planning.
What is the human resource managers role in a career development program? What is the managers role in a career development program? Make a case for who is primarily responsible for employees career success and why. What factors may be involved?What are some challenges that organizations may face in creating and implementing a career development program?
A) Mentoring and coaching are two different types of relationships used to develop employees. Discuss (compare and contrast) the roles of mentor and coach. How are they similar?How are they different? How are they relevant to the career development process? Do you believe these programs should be formal or informal and why?
B) Discuss your experience with or observations of coaching and mentoring. How does your organization use coaching and mentoring programs to support the talent management strategy? Did you (or would you) find them effective in helping you achieve your career goals?How so?
Describe how a performance management system is different from an annual performance appraisal event.What makes it more effective? What happens when the entire process is not followed? What are some of the negative impacts of poorly conducted performance appraisals? Be detailed in your response and share few examples of what you have observed in your previous or current organizations.
Discuss your personal experience with performance evaluations.How were your performance goals established?Was it limited to an annual appraisal or was there ongoing feedback?How did these factors influence your performance and motivation?
Imagine that you are preparing for your first performance feedback session with your employee.You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance.You also want to provide a valid, accurate evaluation of the employees performance.What are the steps that you would take to prepare for the session?What sources of data would you consider?
Assume the role of the employee. How would you need to prepare for your performance evaluation meeting?
Discuss in detail the current state of labor unions in the United States? Include a synopsis of the history of unions in the US and include some of the important milestones in the movements history. What role should unions play in todays work environment? What industries or occupations might benefit most from unionization and why?
A) Define and discuss in detail the two types of sexual harassment found in the workplace. Your answer should include the actions employers can take to create a legal defense and the actions a person subject to this type of treatment or who witnesses these actions can take.
B) Evaluate the sexual harassment policies of your organization and the role of the human resource manager.How were they communicated?How were employees trained? Discuss three ideas to improve effectiveness in reducing cases of sexual harassment.
Define the term security with respect to todays workplace. Discuss in detail the actions an employer can take to minimize the risk of bullying and workplace violence. What are some other security concerns organizations face and how can these risks be mitigated? Discuss at least three strategies.