Developing a Promising Manager
Training and development are the second components of the human resource management system and are used to ensure that organizational members develop the skills and abilities that will enable them to perform their jobs effectively in the present and the future. Training and development are ongoing processes because changes in technology and the environment, as well as in an organization's goals and strategies, often require that organizational members learn new techniques, gain new knowledge, and develop new abilities.
In this activity, you will take on the role of Janel, a training and development manager, as she tries to decide on the most appropriate training program for a promising young manager at the hypothetical company, Acme International. Review the training and development section in the text before beginning this activity.
Janel is a training and development specialist at the hypothetical company, Acme International. Acme's organizational goals include continued international expansion and becoming the market leader in their industry for new products. Over the last week, Janel has had several discussions with the West Coast divisional manager about a promising employee, Dena.
Dena earned two bachelor's degrees from a prestigious university five years ago, one in Art and Design and the other in Psychology and Social Behavior. She worked for a marketing firm before joining the West Coast division of Acme International as an assistant manager two years ago. She has impressed her supervisors and moved up steadily in the division. She has shown strong aptitude for leadership and teamwork as well as being a regular contributor of innovative new product and marketing ideas. Although she grew up in New York and attended school in California, her experience with other countries and cultures has been limited to one semester studying in Spain.
The divisional manager initiated the discussions with Janel in order to start mapping out a development plan for Dena. Janel has been reviewing Dena's history and the various development possibilities provided by Acme. Janel's main goal is to prepare Dena to move up in the international product development division. A single developmental program will probably not be enough. What combination of programs will be most effective at filling the gaps in Janel's background and preparing her to manage an international development team?
1. Does Janel need to build a development program for Dena that will provide her with the education necessary to take on new responsibilities and more challenging positions?
A. Yes. Her bachelor’s degrees provide a good foundation, but she’d probably benefit from an MBA.
B. Yes. Her bachelor’s degrees provide a good foundation, but she’d probably benefit from another undergraduate degree in international management.
C. No. Her bachelor’s degrees provide more than enough formal education for direction in which she’s headed.
2. Dena’s variety of job experiences with Acme and other firms likely has provided her with
A. sufficient technical skill for her advancement with Acme.
B. a chance to broaden her horizons and see the big picture.
C. a background that will help her deal with ethical dilemmas.
3. Dena mostly has worked in line positons. Should Janel rotate her through a staff position?
A. No. The career they envision for her is in line positions.
B. Yes. The career they envision for her is in staff positions.
C. Yes. The career they envision for her requires understanding of all aspects of the organization.
4. If Dena is to be the manager of an international development team, the best thing Janel should try to get Dena is
A. lessons in a foreign language.
B. intensive cross-cultural training.
C. an overseas posting for a few years.
5. Janel sets up a meeting with Dena, and says, “I’ve reviewed your history and qualifications. Based on this _____, I have designed a development plan for you.”
A. needs assessment
B. performance review
C. background check