Human Resource Development and Careers Denna Wiyangga & Tommy HR Development Development Itrepresentseffortstoimprove employees ability to handle a variety of assignments. Thefollowingaresomeimportantand commonmanagementcapabilitiestobe developed: Action orientation Quality decisions Ethical values Technical skills Developing Capabilities Methods used by organizations to assess development needs include: - assessment centers - psychological testing - performance appraisals Planning and Choosing a Development Approach Possibledevelopmentapproachesare describednext,undertwomajor headings: job-site development off-site development Development Approaches: Job-Site Methods Coaching Committee Assignments Assistant-To Position Job Rotation Development Approaches: Off-Site Methods Classroom Courses & Degrees Human Relations Training Case Studies Role Playing Simulations (Business Games) Sabbticals and Leaves of Absence Outdoor Training Thesequenceofwork-relatedpositions a person occupies throughout life. Now,thedistinctionbetweenthe individualscareerastheorganization seesitandthecareerastheindividual sees it is very important. Careers Organization-centered career planning Careerplanningthatfocusesonjobsand onconstructingcareerpathsthat provideforthelogicalprogressionof people between jobs in an organization. Individual-centered career planning Careerplanningthatfocuseson individualscareersratherthanon organizational needs. Organization-Centered vs. Individual-Centered Career Planning Interests Self-image Personality Social backgrounds Self-management Need to belong Pride in achievement Territoriality Goals Retirement Effectivecareerplanningatthe individuallevelfirstrequiresself-knowledge. Career Planning: Individual Issues Plateauingmayseemasignoffailureto manypeople,andplateauedemployees cancauseproblemsforemployerswhen frustration affects performance. Career Plateaus Problemareasinvolvingdual-career couples include: Retirement Transfer Family issues Dual-Career Couples Itisimportantthatthecareer developmentproblemsofdual-career couplesberecognizedasearlyas possible,especiallyiftheyinvolve transfer,sothatrealisticalternatives can be explored. Dual-careercoupleshavemoretolose whenrelocating,andasaresultoften exhibithigherexpectationsandrequest more help and money in such situations. Recruitment Probles With Dual-Career Couples Thedual-careercoupleismuchless mobilebecauseonepartnerstransfer interferes with the others career Someapproachesthatcouldbeconsidered are:Payingemploymentagencyfeesforthe relocating partner Payingforadesignatednumberoftrips forthepartnertolookforajobinthe proposed new location Helpingthepartnerfindajobwithinthe samecompanyorinanotherdivisionor subsidiary of the company Developingcomputerizedjobbanksto sharewithothercompaniesinthearea thatlistpartnerswhoareavailablefor job openings Moonlighting Workoutsideapersonsregular employmentthattakes12ormore additional hours per week. Moonlighting As a Career Strategy Keyforemployersindealingwith moonlightingemployeesistodeviseand communicate a policy on the subject.Suchapolicyshouldfocusondefining those areas in which the employer limits employeeactivitiesbecauseofbusiness reasons. Summary Developmentisdifferentfromtraining becauseitfocusesonlesstangible aspectsofperformance,suchas attitudes and values Successfuldevelopmentrequirestop managementsupportandan understandingoftherelationshipof development to other HR activities On-the-jobdevelopmentmethods includecoaching,committee assignments,jobrotation,and assistant-to positions. Off-the-jobdevelopmentmethods includeclassroomcourses,human relationstraining,casestudies,role playing,simulations,sabbaticalleaves, and outdoor training. Summary Careerplanningmayfocuson organizationalneeds,individualneeds, or both. Apersonchoosesacareerbasedon interests,selfimage,personality,social background, and other factors. Summary