Question 1: Developing employees is different than training
Question 1: 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, please describe how: a) employee development differs from training; b) how training options can be used to support employee development; and c) how training and development support career planning. Question 2: What is the human resource managerâ€™s role in a career development program? What is the managerâ€™s role in a career development program? Who is primarily responsible for employeesâ€™ 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? Question 3: A) Explain and discuss the differences between a traditional career and a protean career.Would employee development planning be different with protean versus traditional career development? If so, how might it be different? B) Think about your own career path.Did it follow more of a traditional or protean process? What development opportunities helped you reach your goals?How were they helpful? Question 4: 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 coaching and mentoring. How does your organization use coaching and mentoring programs? Did you (or would you) find them effective in helping you achieve your career goals?How so? Question 5: 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?