HR Leadership Council. Manager Training Workbook

Transcription

1 HR Leadership Council Manager Training Workbook

2 Self-Diagnostic Exercise I Focusing on the Right Activities Instructions: The following statements are designed to assist managers in identifying areas where they can focus their time to activities which have the greatest impact on employee performance. Assess the frequency with which you perform various development activities. Activities at the top of the list will tend to have the greatest impact on employee performance. Frequency Activity Often Sometimes Never I explain the standards used during performance evaluations to my employees. I assist my employees in the creation of development plans. I give my employees feedback on their performance strengths during performance reviews. I ensure assigned projects provide learning experiences for my direct reports. I provide my employees with new experiences that promote their development. I assess how my direct reports are making progress against their development goals. I give my direct reports feedback on personality strengths during their performance reviews. I provide my employees with feedback on performance weaknesses during performance reviews. I help my employees fi nd the training they need. I help my direct reports apply new skills or knowledge. I pass along internal job openings as they become available. I pass along development opportunities to my employees as they become available. I teach my employees new skills, processes, or procedures. I ensure my direct reports have the required skills and knowledge before they need it. I give my employees advice based upon my own experiences. Source: Learning and Development Roundtable research; HR Leadership Council research. 2

3 Career Planning Questionnaire Employee Name: Conversation Guide Questions to Ask Your Employee Questions About Your Current Goals Employee Responses 1 What is your favorite part of your current role? 2 What would you describe as your biggest strength? 3 What one skill would you like to develop to improve in your current role? Questions About Your Future Role(s) 1 Where do you see yourself in one to three years? 2 Where do you see yourself in 10 years? 3 If there is one task or project type you d like to do more frequently in your future roles, what would you select? 4 If there is one task or project type you d like to do less frequently in your future roles, what would you select? Questions About My Role 1 How can I best help you in your current role? 2 How can I best help you achieve your career goals? 3 Are there other individuals you would like me to enlist to help you achieve your career goals (e.g., a colleague in a role you re interested in pursuing)? 3

4 Inventory of Employee Strengths and Development Areas To identify the areas you need to coach, you should understand the skills your employees need to succeed in their current roles. Use the template below to record where your employees stand against the most critical skills and competencies needed in their roles.* Employee Name: Most Critical Skills for This Role Strength? Development Area? * Managers should use the organization s performance criteria and/or the employee s most recent performance review to identify the skills needed to achieve performance objectives and whether these skills are strengths or development areas. 4

5 Individual Development Plan Staff Member Name: Manager Name: Development Objective Skill Being Developed Action Steps Success Measures Target Completion Date Date of Next IDP Pull-Up Objective #1: Objective #2: Objective #3: I have read and discussed my IDP with my manager. Staff Member Signature: I have read and discussed this IDP with my direct report. Manager Signature: 5

6 HR Leadership Council HRC-MRW201330