Reference no: EM133138841

Question 1:

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, describe and provide at least one example of each of the following: 

a) the difference between employee development and training programs; 

b) how training programs can be used to support employee development; 

c) how training and development support career planning.

Question 2: 

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 or observation of coaching and mentoring. How does your organization use coaching and mentoring programs to support the talent management strategy? Did you (or would you) find them effective in helping you achieve your career goals?  How so? 

Question 3:

A) Imagine that you are preparing for your first performance feedback session with your employee. You want the session to be effective for the employee, so he/she will have the motivation and knowledge to improve performance. You also want to provide a valid, accurate evaluation of the employee's performance. 

• What are the steps that you would take to prepare for the session? 
• What sources of data would you consider? 
• Finally, outline how you would conduct the feedback and evaluation. 

B) Assume the role of the employee. How would you need to prepare for your performance evaluation meeting?  How would you prepare yourself to respond to any negative or constructive feedback?