MGT520:module12- Personal Development Plan

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MGT520_Module12_PPT_Ch08.pptx

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Part III: Employee and Leadership Development

Chapter 8: Performance Management and Employee Development

Chapter 9: Performance Management Leadership

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Chapter 8 Performance Management and Employee Development

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Overview

Personal Developmental Plans

Direct Supervisor’s Role

Multisource Feedback Systems

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Stakeholders in the Development Process

Employees

Help plan their own development

Improve their own performance

Managers

Help guide the process of development

Support success of process

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Personal Developmental Plans

Specify actions necessary to improve performance

Highlight employee’s

Strengths

Areas in need of development

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Personal Developmental Plans Answer…

How can I continuously learn and grow in the next year?

How can I do better in the future?

How can I avoid performance problems of the past?

Where I am now and where would I like to be in terms of my career path?

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Personal Developmental Plans: Overview

Developmental Plan Objectives

Content of Developmental Plan

Developmental Activities

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Company Spotlight

General Mills uses individual development plans (IDPs) throughout the company

IDPs are created annually and focus on competencies and employee career aspirations

Company hosts speakers, providing Web-based learning tools, and holding workshops

Sessions are tailored to different positions

IDP is kept separate from the annual performance appraisal to maximize effectiveness

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Overall Developmental Plan Objectives

Encourage…

Continuous learning

Performance improvement

Personal growth

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Specific Developmental Plan Objectives

Improve performance in current job

Sustain performance in current job

Prepare employee for advancement

Enrich employee’s work experience

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Content of Developmental Plan

Developmental objectives

New skills or knowledge

Timeline

How the new skills or knowledge will be acquired

Resources

Strategies

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Content of Developmental Plan (Continued)

A time line regarding the acquisition of new skills or knowledge

Standards and measures used to assess achievement of objectives

Based on needs of organization and employee

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Content of Developmental Plan (Continued)

Chosen by employee and direct supervisor

Taking into account

Employee’s learning preferences

Developmental objective in question

Organization’s available resources

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Summary of list of Developmental Activities

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Employee Developmental Activities

https://www.youtube.com/watch?v=q2Ad8l4u2jU

Why are developmental programs important at Wegman’s? What were some of the benefits for Wegman’s?

What are some of the objectives of the development programs at Wegman’s?

What are some of the developmental activities included in “Upskilling” at Wegman’s?

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Direct Supervisor’s Role

Explain what is necessary

Refer employee to appropriate developmental activities

Review and make suggestions regarding developmental objectives

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Direct Supervisor’s Role (Continued)

Check on employee’s progress

Provide motivational reinforcement

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Feedforward Interview

Goals:

Understand the types of behaviors and skills that individuals have that allow them to perform well

Think about ways to use these behaviors and skills in other contexts to make further improvements in the future

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Steps of a Feedforward Interview

Elicit a success story

Uncover the underlying success factors

Extrapolate the past into the future

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Company Spotlight

Diageo expects supervisors to play an important role in developing their direct reports

Career development plan includes: formal review, goal setting, and regular monthly meetings

Supervisor helps identify specific development goals aligned with the employee’s career aspirations

Supervisor also help employees achieve development goals by ensuring employees receive training, coursework, etc.

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Multisource (360-Degree) Feedback Systems

Tools to help employees improve performance by using performance information gathered from many sources

Superiors

Peers

Customers

Subordinates

The employee

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360-Degree Feedback Systems (Continued)

Anonymous feedback

Most useful when used

For DEVELOPMENT

NOT for administrative purposes

Internet used for collecting data

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Multisource Feedback

https://www.etsplc.com/philips-360-degree-feedback/

What is the objective of multisource feedback at Philips?

Why have people at Philips reacted positively to multisource feedback?

What were some of the benefits of multisource feedback?

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Necessary Organizational Norms Include:

Cooperation

Openness and trust

Input and participation valued

Fairness

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Is the 360-Degree Feedback System Always Beneficial?

Most effective for individuals who:

Are high in self-efficacy

Perceive a need to change

Believe change is feasible

Set goals and take action

Less effective for individuals who:

Are low in self-efficacy

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Overview of 360-Degree Feedback Systems

Advantages of 360-Degree Feedback Systems

Risks of 360-Degree Feedback Systems

Characteristics of a Good 360-Degree Feedback System

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Advantages of 360-Degree Feedback Systems

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Risks of 360-Degree Feedback Systems

Unconstructive negative feedback hurts

Are individuals comfortable with the system? (User acceptance is crucial)

If few raters, anonymity is compromised

Raters may become overloaded.

Stock values may drop

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Characteristics of a Good Multisource Feedback System

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Characteristics of Multisource Feedback system

https://vimeo.com/109458020

What characteristics of a good multisource feedback system are included in this example?

What characteristics are not included in this example?

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Company Spotlight

AAH Pharmaceuticals uses multisource feedback for employee development

Steps include:

Communicating that information is only for development planning and feedback purposes

Ensuring information is anonymous & confidential

A one-day meeting about results away from the office to initiate a development plan

Six-month follow-up meetings to review progress

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Personal Developmental Plans

Direct Supervisor’s Role

360-degree Feedback Systems

Quick Review

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