This document discusses strategies for developing new employees through four stages of career development: exploration, establishment, maintenance, and disengagement. It outlines four approaches to employee development: formal education, assessment, job experiences, and interpersonal relationships. Each approach is described along with its pros and cons. The document concludes with discussing the different needs of employees from various generations and the company's responsibility in development.

1. New Employee
Development Plan
By: Cassidy Daniels
HRD 4340-Summer 2012

2. 4 Stages of Career
Development
1. Exploration Stage
2. Establishment Stage
3. Maintenance Stage
4. Disengagement Stage

3. Career Development
Exploration Establishment Maintenance Disengagement
Stage Stage Stage Stage

4. The Exploration Stage
O Individuals identify the type of work that interest
them.
O Seek information about jobs, careers that interest
them
O Age: Less than 30 years old
O Years on job: less than 2 years
*Orientation and social activities are necessary to
help new employees feel comfortable in the work
environment.
*Examples: group activities, lunch meetings, group
conferences

5. Establishment Stage
O Individuals find their place in the company.
O Achieve more responsibility and financial success.
O Activities involve:
O Independent contributions to the company
O Age: 30-45 years old
O Years on job: 2-10 years
*The company needs to develop policies and help
balance work and nonworking roles.

6. Maintenance Stage
O During this stage, individuals are concerned
with keeping skills up to date.
O Individuals
O Have years of job experience
O Job knowledge
O Age: 45-60 years old
O Years on job: more than 10 years
*The company needs to ensure that employees
skills stay up to date.

7. Disengagement Stage
O This stage involves individuals making
retirement plans.
O Typical age: 61 years old and older
O Years on job: more than 10 years
*Companies need to be flexible. *Companies
might offer employee part-time.

8. There are 4
approaches to
Employee
Development

9. #1: formal Education
O Formal education includes on-site and off-site
education programs offered by the company.
O These programs involve:
O Lectures
O Education games
O Meetings with customers
*Most companies provide tuition
reimbursement to employees

10. Pros and Cons of Formal
Education
O PROS O CONS
O Increase employees O High cost
readiness for
promotion
O Improve job
performance

11. # 2 Assessment
O Involves collecting information and providing
feedback to employees about their Behavior,
Communication styles, Values and Skills
O Used to identify employees with managerial
potential
O Used to measure current managers strengths
and weaknesses.

12. Types of assessment tools
O Myers-Briggs Type Indicator (MBTI):
O Assessment Center
O Benchmarks
O Performance Appraisals
O 360 Degree Feedback

13. 360-Degree Feedback
1. Understand strengths and
Manager
weaknesses
2. Identify a development
goal
Subordina
peers Self
tes
3. Identify how you will
meet your goal
4. Identify the steps that
will help you reach your
goal Customers

14. Pros and Cons
O PROS O Cons
O Enables someone to O The time it takes to
collect many views of complete the
performance assessment can be long
O Allows employees to O honest opinions may
compare their not be received
evaluations with other O Stress might be put on
employees individuals for giving
O Performance behavior feedback
and improvement
occur

15. # 3 Job Experiences
O The relationships, problems, demands and
tasks that employees face in their jobs
*A major assumption is that development is
most likely to occur when there is a mismatch
between the employee’s skills and past
experiences and the skills required for the job.

16. How job experiences are used
for employee Development
Promotion
Enlarging
Job
rotation current Transfer
job
Downward
Move

17. #4 Interpersonal Relationships
O Employees can develop skills and increase
their knowledge by interacting with a more
experienced employee.

18. 2 types of interpersonal
relationships
O 1. Mentoring
O 2. coaching

19. PROS AND CONS
O PROS: O CONS
1. Both mentor and 1. Lack of time
trainee can benefit 2. Can be costly
2. Skill development
3. Higher rates of
promotion
4. Larger salaries

20. Needs and Interests of
Different generations
Late 50’s Early 80’s (1945 or before)
• Loyal, want their experience to be valued
Mid 40s to Mid 50’s (1946-1964)
• Are competitive, Want flexible retirement
Mid 20’s to early 40’s (1965-1981)
• Are independent, expect more feedback than older employees
Late 20’s (1982-2000)
• Accept constant change, understand the need for training

21. The Companies Responsibility
O Provide development only for top level
executives, managers
O Require all employees to devote a number of
hours on development
O Ongoing support
O Motivation

22. Thank you for your time!