1 / 10

Organization Development and Change

Organization Development and Change. Chapter Eighteen: Developing Talent. Thomas G. Cummings Christopher G. Worley. Learning Objectives for Chapter Eighteen.

zenda
Download Presentation

Organization Development and Change

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Organization Development and Change Chapter Eighteen: Developing Talent Thomas G. Cummings Christopher G. Worley

  2. Learning Objectivesfor Chapter Eighteen • To examine three human resource management interventions: coaching and mentoring, career planning and development, and management and leadership development • To understand how these OD efforts seek to improve the individual’s personal competencies and enhance traditional human resource approaches Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  3. Coaching and Mentoring • Goals • Assist in execution of a transition • Address a performance problem • Develop new behavioral skills with leadership development • Application Stages • Establish the principles of the relationship • Conduct an assessment • Coach and client debrief the results • Develop and Implement an action plan • Assess the results Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  4. Career Planning and Development Interventions • Career planningis concerned with individuals choosing jobs, occupations, and organizations at each stage of their careers. • Career developmentinvolves helping employees attain career objectives. Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  5. Career Stages • Establishment Stage (ages 21-26) • Advancement Stage (ages 26-40) • Maintenance Stage (ages 40-60) • Withdrawal Stage (age 60 and above) Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  6. Career Planning Mechanism • Communication regarding career opportunities and resources within the organization • Workshops to assess member interests, abilities, and job situations and to formulate career plans • Career counseling by managers or human resource department personnel • Self-development materials directed toward identifying life and career issues • Assessment programs that test vocational interests, aptitudes, and abilities relevant to career goals Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  7. Career Stages and Planning Issues Establishment What are alternative occupations, firms, and jobs? What are my interests and capabilities? How do I get the work accomplished? Am I performing as expected? Advancement Am I advancing as expected? What long-term options are available? How do I become more effective and efficient? Maintenance How do I help others? Should I reassess and redirect my career? Withdrawal What are my interests outside of work? Will I be financially secure? What retirement options are available to me? Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  8. Career and Human Resource Planning Human Resources Planning Individual Career Planning Personal objectives and life plans Business objectives and plans Ways to attract and orient new talent Occupational and organizational choice Methods for matching individuals and jobs Job assignment choice Ways to help people perform and develop Development planning and review Ways to prepare for satisfying retirement Retirement Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  9. Role & Structure Interventions Realistic job preview Job rotation and challenging assignments Consultative roles Phased retirement Individual Employee Development Assessment centers Coaching and Mentoring Developmental training Performance Management Work Life Balance Career Development Interventions Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

  10. Management and Leadership Development Interventions • Goals • Changing the skills and knowledge of organization members to improve effectiveness and build capabilities • Application Stages • Perform needs assessment • Develop objectives and design training • Deliver training • Evaluate training Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning

More Related