Human Resource Development , Presentation , Roles Issues of Career Development

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I want an amazing presentation, 5 slides , using ppt about : Roles and Issues of Career Development , just put the main points using chapter 12 in the book as a sources and a ppt to help you understand what I need and I will attached a c copy of them ,please focus on career development

Note : 5 slides , give a short explain or example for each point in one document not in the slides , please I need simple language so I can practse it

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Human Resource Development SIXTH EDITION JON M. WERNER University of Wisconsin-Whitewater RANDY L. DESIMONE Rhode Island College Australia • Brazil • Japan • Korea • Mexico • Singapore • Spain • United Kingdom • United States Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. This is an electronic version of the print textbook. Due to electronic rights restrictions, some third party content may be suppressed. Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. The publisher reserves the right to remove content from this title at any time if subsequent rights restrictions require it. For valuable information on pricing, previous editions, changes to current editions, and alternate formats, please visit www.cengage.com/highered to search by ISBN#, author, title, or keyword for materials in your areas of interest. Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Human Resource Development, Sixth Edition Jon M. Werner and Randy L. DeSimone Vice President of Editorial, Business: Jack W. Calhoun Publisher: Erin Joyner Senior Acquisitions Editor: Michele Rhoades © 2012, 2009, 2006 South-Western, Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright herein may be reproduced, transmitted, stored, or used in any form or by any means graphic, electronic, or mechanical, including but not limited to photocopying, recording, scanning, digitizing, taping, web distribution, information networks, or information storage and retrieval systems, except as permitted under Section 107 or 108 of the 1976 United States Copyright Act, without the prior written permission of the publisher. Developmental Editor: Jeffrey Hahn Senior Editorial Assistant: Ruth Belanger Marketing Manager: Gretchen Swann Marketing Coordinator: Leigh Smith Content Project Management: PreMediaGlobal Manufacturing Planner: Ron Montgomery Senior Marketing Communications Manager: Jim Overly Production Service: PreMediaGlobal Rights Acquisition Specialist (Text, Image): Sam Marshall Senior Art Director: Tippy McIntosh Cover and Internal Designer: Kim Torbeck, Imbue Design For product information and technology assistance, contact us at Cengage Learning Customer & Sales Support, 1-800-354-9706 For permission to use material from this text or product, submit all requests online at www.cengage.com/permissions Further permissions questions can be emailed to permissionrequest@cengage.com Library of Congress Control Number: 2011935328 ISBN-13: 978-0-538-48099-4 ISBN-10: 0-538-48099-8 South-Western 5191 Natorp Boulevard Mason, OH 45040 USA Cover Image: Creative Crop, Digital Vision Cengage Learning products are represented in Canada by Nelson Education, Ltd. For your course and learning solutions, visit www.cengage.com Purchase any of our products at your local college store or at our preferred online store www.cengagebrain.com Printed in the United States of America 1 2 3 4 5 6 7 15 14 13 12 11 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. FOR BARBARA AND TAINA “Pass on what you heard from me … to reliable leaders who are competent to teach others.” (II Timothy 2:2; Message translation) Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. BRIEF CONTENTS Preface xi PART 1 Foundations of Human Resource Development 1 Chapter 1 Introduction to Human Resource Development 2 Chapter 2 Influences on Employee Behavior 34 Chapter 3 Learning and HRD 65 PART 2 Framework for Human Resource Development Chapter 4 Assessing HRD Needs 106 Chapter 5 Designing Effective HRD Programs 139 Chapter 6 Implementing HRD Programs 166 Chapter 7 Evaluating HRD Programs 200 PART 3 Human Resource Development Applications Chapter 8 Onboarding: Employee Socialization and Orientation 254 Chapter 9 Skills and Technical Training 287 Chapter 10 Coaching and Performance Management 321 Chapter 11 Employee Counseling and Wellness Services 355 Chapter 12 Career Management and Development 391 Chapter 13 Management Development 439 Chapter 14 Organization Development and Change 476 Chapter 15 HRD and Diversity: Diversity Training and Beyond 516 Glossary 547 Name Index 559 Subject Index 563 Endnotes 577 105 253 iv Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. CONTENTS Preface xi P A R T 1 Foundations of Human Resource Development 1 Chapter 1 Introduction to Human Resource Development 2 Introduction The Progression Toward a Field of Human Resource Development The Relationship Between Human Resource Management and HRD/Training Human Resource Development Functions Roles and Competencies of an HRD Professional Challenges to Organizations and to HRD Professionals A Framework for the HRD Process Organization of the Text 3 8 10 16 22 26 29 Influences on Employee Behavior 34 Introduction Model of Employee Behavior External Influences on Employee Behavior Motivation: A Fundamental Internal Influence on Employee Behavior Other Internal Factors That Influence Employee Behavior 35 36 38 Learning and HRD 65 Introduction Learning and Instruction Maximizing Learning Individual Differences in the Learning Process Learning Strategies and Styles Further Contributions from Instructional and Cognitive Psychology 66 67 70 83 90 Chapter 2 Chapter 3 5 45 57 94 v Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. vi Contents P A R T 2 Framework for Human Resource Development Chapter 4 Chapter 5 Chapter 6 Chapter 7 105 Assessing HRD Needs 106 Introduction Strategic/Organizational Analysis Task Analysis Person Analysis Prioritizing HRD Needs The HRD Process Model Debate 107 112 117 125 132 133 Designing Effective HRD Programs Introduction 139 140 Defining the Objectives of the HRD Intervention The “Make-Versus-Buy” Decision: Creating or Purchasing HRD Programs Selecting the Trainer Selecting Training Methods and Media Preparing Training Materials Scheduling an HRD Program 143 Implementing HRD Programs Introduction 166 167 Training Delivery Methods On-The-Job Training (OJT) Methods Classroom Training Approaches The Lecture Approach The Discussion Method Audiovisual Media Computer-Based Training (Classroom-Based) Self-Paced/Computer-Based Training Media and Methods Some Final Issues Concerning Training Program Implementation Arranging the Physical Environment Getting Started 168 170 174 174 176 177 187 188 193 193 196 Evaluating HRD Programs Introduction 200 201 The Purpose of HRD Evaluation How Often Are HRD Programs Evaluated? The Evaluation of Training and HRD Programs Prior to Purchase 202 204 147 150 156 158 160 204 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Contents vii Changing Evaluation Emphases 205 Models and Frameworks of Evaluation 205 Kirkpatrick’s Evaluation Framework 206 Other Frameworks or Models of Evaluation 208 Comparing Evaluation Frameworks 209 A Stakeholder Approach to Training Evaluation 213 Data Collection for HRD Evaluation 214 Data Collection Methods 214 Choosing Data Collection Methods 217 Types of Data 218 The Use of Self-Report Data 219 Research Design 220 Ethical Issues Concerning Evaluation Research 223 Assessing the Impact of HRD Programs in Monetary Terms 225 How Technology Impacts HRD Evaluation 234 Closing Comments on HRD Evaluation 236 Appendix 7–1 More on Research Design Research Design Validity Nonexperimental Designs Experimental Designs Quasi-Experimental Designs Statistical Power: Ensuring that a Change will be Detected if One Exists Selecting a Research Design P A R T 3 Human Resource Development Applications Chapter 8 Chapter 9 241 241 242 245 248 249 251 253 Onboarding: Employee Socialization and Orientation 254 Introduction Socialization: The Process of Becoming an Insider Various Perspectives on the Socialization Process The Realistic Job Preview 255 257 262 266 Skills and Technical Training Introduction Basic Workplace Competencies 287 288 289 Basic Skills/Literacy Programs Technical Training Interpersonal Skills Training 290 294 306 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. viii Contents Role of Labor Unions in Skills and Technical Training Programs Professional Development and Education 312 314 Chapter 10 Coaching and Performance Management Introduction 321 322 The Need for Coaching Coaching: A Positive Approach to Managing Performance Coaching and Performance Management Definition of Coaching Role of the Supervisor and Manager in Coaching The HRD Professional’s Role in Coaching Coaching to Improve Poor Performance Defining Poor Performance Responding to Poor Performance Conducting the Coaching Analysis Maintaining Effective Performance and Encouraging Superior Performance Skills Necessary for Effective Coaching The Effectiveness of Coaching Employee Participation In Discussion Being Supportive Using Constructive Criticism Setting Performance Goals During Discussion Training and the Supervisor’s Credibility Organizational Support Closing Comments on Coaching and Performance Management Chapter 11 Employee Counseling and Wellness Services Introduction An Overview of Employee Counseling Programs Employee Assistance Programs Stress Management Interventions Employee Wellness and Health Promotion Programs Exercise and Fitness Interventions Smoking Cessation Issues in Employee Counseling Closing Comments 322 323 324 325 327 328 328 329 330 332 340 341 344 345 346 346 346 347 347 347 355 356 359 362 370 374 376 378 381 386 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. Contents Chapter 12 Career Management and Development Introduction Defining Career Concepts Stages of Life and Career Development Models of Career Development The Process of Career Management Roles in Career Management Career Development Practices and Activities Issues in Career Development Delivering Effective Career Development Systems Chapter 13 Management Development Introduction Describing the Manager’s Job: Management Roles and Competencies Making Management Development Strategic Management Education Bachelor’s or Master’s Degree Programs in Business Administration Executive Education Programs Management Training and Experiences Examples of Approaches Used to Develop Managers Designing Effective Management Development Programs Chapter 14 Organization Development and Change Introduction Organization Development Theories and Concepts Model of Planned Change Designing an Intervention Strategy Types of Interventions: Human Process-Based Types of Interventions: Techno-Structural Types of Interventions: Sociotechnical Systems Types of Interventions: Organizational Transformation Whither Organization Development? ix 391 392 396 399 404 409 413 415 426 431 439 440 442 453 454 455 457 459 465 471 476 477 478 483 485 492 494 496 502 509 Chapter 15 HRD and Diversity: Diversity Training and Beyond 516 Introduction Organizational Culture Labor-Market Changes and Discrimination Adapting to Demographic Changes 517 518 520 525 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. x Contents Cross-Cultural Education and Training Programs Human Resource Development Programs for Culturally Diverse Employees Other Human Resource Management Programs and Processes Closing Comments 535 GLOSSARY 547 NAME INDEX 559 SUBJECT INDEX 563 ENDNOTES 577 538 542 542 Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. PREFACE Employee skills and motivation are critical for organizational success. This has always been true, but the pace and volume of modern change is drawing increased attention to the ways that human resource development (HRD) activities can be used to ensure that organization members have what it takes to successfully meet their challenges. While there is solid evidence that HRD works, it is not a magic bullet. The challenges many organizations face are complex, and new dimensions, such as globalization and an increasingly diverse workforce, make it more difficult to ensure HRD efforts will succeed. Unless those responsible for training and development make informed choices about the content of a developmental experience and the methods of delivering it, the results of many HRD efforts will fail to meet expectations. Fortunately, there is a growing base of theory, research, and practical experience to support HRD efforts. We wrote this book to help students, HRD professionals, and managers at all levels take advantage of this knowledge and experience. We firmly believe that if they do so, they will increase their effectiveness, along with that of individuals with whom they work and the organizations of which they are a part. Intended Audience. We wrote Human Resource Development to serve primarily as a comprehensive text for undergraduate and graduate courses in business, management, public administration, educational administration, and other fields that prepare individuals to train and develop other people. As such, the book: • Covers the entire field of HRD (as defined by two different competency stud• • • • ies by the American Society for Training and Development), from orientation and skills training, to career development and organizational development Provides a clear understanding of the concepts, processes, and practices that form the basis of successful HRD Shows how concepts and theories can and have been put into practice in a variety of organizations Focuses on the shared role of line management and human resource specialists in HRD Reflects the current state of the field, blending real-world practices and up-to-date research In addition to being an appropriate text for academic courses, this book is an excellent resource for HRD professionals. It can serve as a comprehensive introduction for managers and supervisors who have had limited (or no) coursework or experience with HRD. Not only can they become better trainers and developers, they will become more informed consumers of the HRD efforts offered by their organizations. xi Copyright 2011 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated, in whole or in part. Due to electronic rights, some third party content may be suppressed from the eBook and/or eChapter(s). Editorial review has deemed that any suppressed content does not materially affect the overall learning experience. Cengage Learning reserves the right to remove additional content at any time if subsequent rights restrictions require it. xii Preface Pedagogical Features. We have included a number of pedagogical aids in the text to enhance student learning and interest. These aids include: • Learning objectives and opening questions at the beginning of each chapter • An opening case in each chapter that places the contents of the chapter into a • • • • • • meaningful context Illustrations, examples, and boxed inserts throughout the book to help readers better assimilate the information A return to the opening case to provide closure and show how the chapter contents may be used to address the issues in the case A list of key terms and concepts at the end of each chapter End-of-chapter discussion questions to stimulate thought and provide students with an opportunity to discuss and apply the information in the chapter Exercises have been included in every chapter to provide further experience with applying materials from the text, or to see how the materials relate to a real-world ...
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NicholasI
School: Purdue University

hello, kindly find the attached completed work. Thank You.

Roles and Issues of Career
Development

Roles and Issues of Career Development


Involves three things in any organization. Proficiency training
within the company, Career counseling, and career specialty
training.
Career Counseling



Helps the company analyze high performance potential in
employees.



Employees re-invent their goals as their care...

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Anonymous
Tutor went the extra mile to help me with this essay. Citations were a bit shaky but I appreciated how well he handled APA styles and how ok he was to change them even though I didnt specify. Got a B+ which is believable and acceptable.

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