What Are the Four Broad Categories of Employee Development Methods
Topic: Development Methods
You read about and practiced with several different methods of developing employees in your Reading. Now you will apply what you learned to answer the following questions:
- What are the four broad categories of employee development methods?
- In an organization that wants to use work experience as a method of employee development, what basic options are available?
- What are the three roles of a coach? How is coaching different from mentoring? What are some advantages of using someone outside the organization as a coach? Some disadvantages?
Just response each posted below from #1 to 3
1 From: Erika Lewis posted Sep 1, 2018 9:08 PM
Employee development is essential to the growth and success of any business. Happy employees are productive employees and they want to feel like their company is investing in them. The four broad categories of employee development are interpersonal relationships, formal education, job experiences, and assessment. Combining these approaches assist with providing better employee development.
The basic options that are available for an organization to use work experience as a method of employee development are conflict resolution, data analysis, and customer service. These particular job experiences may occur when forming a team and when employees switch roles within a team, Noe 2016. Job experiences are also used for employee development in such fashions as job rotation, promotion, transfer, downward move, and temporary assignment to another organization. What Are the Four Broad Categories of Employee Development Methods
A coach is someone that is seen as a peer or manager that motivates an employee to develop their skills and provide feedback and reassurance. The three roles of a coach are to work one-on-one with an employee, assist the employee with learning for themselves and provide resources such as courses, mentors, or job experiences. Coaching and mentoring have some similarities, but also have some differences as well. Coaches are usually needed for a short period of time and only until the goal or objective is obtained. A mentor is needed for a longer period of time and helps you develop goals and reach future goals. Also, mentors tend to have experience in the area that they are guiding the individual in. An advantage of using a coach within an organization is that they may have a better approach to the employee and they may have more experience in the area they are coaching. A disadvantage of utilizing a coach outside the organization is that there will be an additional cost involved and the coach may not be free when needed. What Are the Four Broad Categories of Employee Development Methods.
2 From: Wendy Vigil Zelaya posted Sep 1, 2018 8:12 PM
Employee development can be accomplished by any organization by following any of the four different categories: Interpersonal relationship, job experience, formal education, and assessment. By doing so the company is supporting with the right tools in order to expand the employee’s knowledge and help shape them to be a more valuable person. This would allow employee retention as employees become happier with the environment and surrounding.
If an organization would like to use work experience as a method of employee development the basic options available are on the job training (OJT), temporary worker assignment, internship, cross training and promotions. The reason companies use different methods is because it allows them to teach different skills, knowledge and competencies to perform the job within the workplace. In my opinion, it is important for organizations to stay on top of training so that they can benefit from it by increasing the company’s reputation and worthiness. What Are the Four Broad Categories of Employee Development Methods.
The three roles of a coach are: working one on one and making sure to provide feedback, helping employees to learn from their own skills, also provide resource including a mentor to work closer on finding other ways to do the same thing. A coach could be considered the backbone of the organization, the brain is the trainings and different tools given to an employee and the mentor are like the hand and feet where it makes it easier to an employee to learn and understand the core values to that company. Some advantages of using an outside coach is giving different point of views to the employee, being able to provide feedback, and being more understanding as everyone learns differently. Maybe some disadvantages would be cost and someone who might not be able to mirror the company’s true entity. A mentor is an experienced, senior employee who helps in developing the mentee and helping him or her understand the company’s mission, vision, and values. What Are the Four Broad Categories of Employee Development Methods.
3 From: Rachael Glidden posted Sep 1, 2018 1:55 PM
The four broad categories of employee development methods consist of education, job experiences, assessments, and relationships. Using work experience is a great thing that a company can do for both itself and its employees. Employee development can let employees with required experience be crossed trained, given promotions, and transfer to other departments. Good training and continued coaching can provide the employee with the necessary support needed to be as successful as possible in their position, which in turn benefits the company and its production goals. A coach can be one of three roles for the employee. They can work one on one with the employee, they can help them learn for themselves as they go, or they can provide resources. Coaching is different from mentoring in that most mentoring relationships develop informally between a new employee and a seasoned and experienced employee who then provides mentoring along the way. It can also be developed as part of the organization’s plans to bring success in new and inexperienced employees. Coaching is a manager or a peer that works to motivate the employee and help them with their skills and provide reinforcement and feedback. Bringing in a coach from outside the organization can have positive and negative effects. It can positively affect the process by helping the employee gain the perspective of improving their innovativeness and how they should show different behaviors and also help them understand others better. It can negatively affect the process because it’s hard for a coach from outside of the organization to come in and know the ins and outs of the organization so it could take longer for this process due to them having to study and understand the employees of the organization. What Are the Four Broad Categories of Employee Development Methods?
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