Mployees Role in Employee Development

Employeei??s Role in Employee Development

In the previous week, you learned how to successfully implement a performance management program. Having a well-designed management program can provide many advantages for both the organization and the employee. Most of the time, the direct supervisor has the important role of designing an employee development plan with shortand long-term objectives. It is often integrated and used as part of the employee review to ensure the employee is developing based on these objectives. Including the employee in the development plan can help increase the motivation and i??buy-ini?? of the employee. Short and long-term objectives can be geared to reach the employeei??s desired professional growth, while still meeting the needs of the organization.

For this Discussion, consider what role the employee has in working collaboratively with his or her direct supervisor to set shortand long-term objectives for the employee development plan. Consider who has the most accountability for ensuring the proper objectives are developed and met. How do these two roles work collaboratively to optimize this outcome?

By Day 3:

Write a cohesive and scholarly response based on your readings and research this week that addresses the following:

In examining a performance management process, what are an employeei??s role and responsibilities in working collaboratively with his or her direct supervisor to develop shortand long-term objectives in the plan?

Who should be responsible for ensuring the objectives are being met?

Who has accountability for ensuring that measurable objectives are developed and met?

REFERENCES:

Course Text: Aguinis, H. (2013). Performance management (3rd ed.). Upper Saddle River, NJ: Prentice Hall.

Chapter 8, i??Performance Management and Employee Developmenti??

This chapter explores the importance and benefits of including a developmental plan as part of the performance management system. It also describes the shortand long-term objectives that should be included in the development plan. In addition, the chapter reviews the importance of understanding the role that a direct supervisor plays in the design and implementation of a development plan.

Case Study: DeLuca, M. J. (2008). Forever U. case assignment.
Copyright 2011 by Matthew J. DeLuca. Reprinted with permission.

This case study examines an incident that took place between the Department of Education and a group of graduate-level students at a university. The issue pertains to a set of Fulbright-Hays scholarship applications that were disqualified by the Department of Education because they failed to meet the mailing deadline due to a missed courier pickup. The case discusses the actions that were taken in and around the mailroom of the university.

Article: Drucker, P. F. (2005). Managing oneself. Harvard Business Review, 83(1), 100i??109.
Retrieved from the Walden Library using the Business Source Complete Database.
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This article examines Kayes recommendation of a power-charged system for employee evaluation that involves managers engaging staff members and encouraging the best talents from the moment of hire consistently throughout the relationship rather than the traditional six-month or annual evaluation.

Article: Brudan, A. (2010). Rediscovering performance management: Systems, learning and integration. Measuring Business Excellence, 14(1), 109i??123.
Retrieved from the Walden Library using the Emerald Management Plus database.

Article: Drucker, P. F. (1999). Managing oneself. Harvard Business Review, 77(2), 64i??74.
Retrieved from the Walden Library using the Business Source Complete database.

Article: Ellis, K. (2004, December). INDIVIDUAL DEVELOPMENT PLANS: The building blocks of development. Training, 41(12), 20i??25.
Retrieved from the Walden Library using the ProQuest Central (Legacy Platform) database.