Employee development - combination of formal education, job experiences, relationships, and assessment of personality and abilities to help employees
... [Show More] prepare for the future of their careers
Protean career - career that frequently changes based on changes in the person's interests, abilities, and values and in the work environment
Assessment - collecting information and providing feedback to employees about their behavior, communication style, or skills
Myers-Briggs type indicator (MBTI) - psychological test that identifies individuals' preferences for source of energy, means of information gathering, way of decision making, and lifestyle, providing information for team building and leadership development
Assessment center - assessment process in which multiple raters or evaluators (assessors) evaluate employees' performance on a number of exercises, usually as they work in a group at an off-site location
Leaderless group discussion - assessment center exercise in which a team of five to seven employees is assigned a problem and must work together to solve it within a certain time period
Benchmarks - measurement tool that gathers ratings of a manager's use of skills associated with success in managing
Job experiences - combination of relationships, problems, demands, tasks, and other features of an employee's jobs
Transfer - assignment of an employee to a position in a different area of the company, usually in a lateral move
Downward move - assignment of an employee to a position with less responsibility and authority
Promotion - assignment of an employee to a position with greater challenges, more responsibility, and more authority than in the previous job, usually accompanies by a pay increase
Externship - employee development through a full-time temporary position at another organization
Sabbatical - leave of absence from an organization to renew or develop skills
Mentor - experienced, productive senior employee who helps develop a less-experienced employee (a protégé)
Coach - peer or manager who works with an employee to motivate the employee, help him or her develop skills, and provide reinforcement and feedback
Self-assessment - use of information by employees to determine their career interests, values, aptitudes, behavioral tendencies, and development needs
Feedback - information employers give employees about their skills and knowledge and where these assets fit into the organization's plans
Glass ceiling - circumstances resembling an invisible barrier that keep most women and minorities from attaining the top jobs in organizations
Succession planning - process of identifying and tracking high-potential employees who will be able to fill top management positions when they become vacant
Involuntary turnover - turnover initiated by an employer (often with employees who would prefer to stay)
Voluntary turnover - turnover initiated by employees (often when the organization would prefer to keep them)
Outcome fairness - judgment that the consequences given to employees are just
Procedural justice - judgment that fair methods were used to determine the consequences an employee receives
Interactional justice - judgment that the organization carried out its actions in a way that took the employee's feelings into account [Show Less]