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Four approaches to career development are defined in the textbook; i.e., linear, expert, spiral, and transitory. Identify one of these approaches that best fits your career development path. Give examples to support your choice
Should applicants be selected primarily on the basis of ability or on personality/fit? How can fit be assessed?
What are the advantages and disadvantages of using seniority as the basis for layoff? What alternatives to seniority are available as layoff criteria?
Today’s organizations are flatter and offer fewer opportunities for advancement. How do you think careers should be developed in this type of organizational environment?
It has been argued that training can lead to turnover, but career development can reduce it. Differentiate between training and career development. Why might training lead to turnover while career development might improve retention? Explain.
What challenges do post-traditional family units pose to company career development plans? How can companies meet these challenges?
How effective do you think training can be in raising employee motivation?
Interviewing unqualified applicants can be a frustrating experience and a waste of time for managers, peers, or whoever is responsible for interviewing. How can the HR department minimize or eliminate this problem?
Julie Watkins has worked in her new position writing software documentation for three months. She keeps hearing about how important her job is to the company, but she does not understand how her work contributes to the whole. Her exposure to the company is limited to her department colleagues (other technical writers), the employee cafeteria, and the payroll office. What could Watkins’s company have done to make her see the whole picture and gain an understanding of and commitment to how the company works?
Managing survivors in a layoff is important. As a manager, what concerns would you have about the surviving workforce after a layoff? How can the HR management staff be of assistance in providing support for the survivors of a layoff?
Performance problems seem all too common in your workplace. People do not seem to be putting forth the needed effort, and interpersonal conflict on the work teams seems to be a constant. Is training the answer? If so, what kind of training should be done? What other actions may be appropriate?
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