6351 Chapter 13, 14, 15

Organization Development & Change 11 edition Thomas G. Cummings • Christopher G. Worley

CHAPTER

15

Talent Management

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Learning Objectives

Examine and evaluate the coaching and mentoring intervention.

Describe the process of implementing management and leadership development interventions.

Understand how career planning and development interventions improve the individual’s personal competencies and enhance traditional human resource approaches.

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Coaching and Mentoring (1)

Coaching

Coaching involves working with organizational members, typically managers and executives, to help them clarify their goals, address potentially limiting behavioral style issues, and improve their performance

Mentoring

Mentoring involves establishing a relationship between a manager or someone more experienced and another organization member who is less experienced. It is often associated with the mentor intentionally transferring skills and knowledge to the mentee

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Coaching and Mentoring (2)

Goals

Assist in execution of a transition

Address a performance problem

Develop new behavioral skills with leadership development

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Coaching and Mentoring (3)

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

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Leadership Development Interventions

Goals

Changing the skills and knowledge of organization members to improve effectiveness and build capabilities

Application Stages

Perform needs assessment ( strategy, organization and individual)

Develop objectives and design the intervention (training)

Deliver the training

Evaluate the training

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Career Planning and Development Interventions

Career planning is concerned with individuals choosing jobs, occupations, and organizations at each stage of their careers.

Career development involves helping employees attain career objectives.

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

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

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Career Stages (1)

Establishment (ages 21-26)

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?

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Career Stages (2)

Advancement (ages 26-40)

Am I advancing as expected?

What long-term options are available?

How do I become more effective and efficient?

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Career Stages (3)

Maintenance (ages 40-60)

How do I help others?

Should I reassess and redirect my career?

Withdrawal (age 60 and above)

What are my interests outside of work?

Will I be financially secure?

What retirement options are available to me?

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©2019 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.

Career and Human Resources Planning