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 trag;
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 manager’s role in a career development program? What is the manager’s role in a career development program? Who is primarily responsible for employees’ 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: