Complete the career planning exercise on pg. 235 of your textbook.

Topic: Complete the career planning exercise on pg. 235 of your textbook.
Order Description
Complete the career planning exercise on pg. 235 of your textbook. D2L made me set a time limit so I set it for 4 hours. That should be plenty of time to finish this exercise completely and correctly.

Chapter 11 Lecture Notes—Employee Training and Development

Typically managers offer training opportunities using the following approaches:

Smorgasboard—offering a broad array in hope that almost everyone will get some benefit.
Bandwagon—Offer courses that are being offered in other organizations.
Crisis—respond to an immediate need (think sexual harassment).
Excursion—do not head in any direction, but seem interesting.

Most often, someone comes to the organization with a “great” set of training sessions and tries to convince the manager that they are needed, even when the manager hasn’t assessed the need to such training prior to the visitor coming.

What should happen is that training and employee development must be integrated into the real needs of agencies and employees.

The systematic approach to training described by the text follow these steps:

Needs Assessment

Basically, training should be based on what the organization or employees need, not what some particular training officer or consultant has to offer or is interested in. For example, as new technologies develop, succession planning can show which employees will need specific technological courses they will need to take in order to keep up with the advances.

Additionally, performance evaluations can show which employees need more training. Sometimes training is a better motivator than discipline for poor performing employees.

Four basic questions help determine whether training is needed:
1. Is the problem one of lack of skills, knowledge, or ability? IF the answer is yes, then training could be a remedy.
2. Do the employees have the preparation and the intelligence and/or skills required for the training program? If not, then little would be accomplished.
3. Will the organization be receptive to the skills or approaches that participants can bring back from the training?
4. Is the perceived problem better resolved through a transfer of personnel, through reorganization, or other approaches?
Training can also fill other, not as obvious, needs. For example, conferences, seminars, etc, can help employees form networks which can help development. Employees often value training programs as rewards. Especially, if they involve travel, hotel stays, and some form of compensation.

Curriculum Development

Basically the take-home here is that training should flow in a natural way from the needs assessment. In other words, the methods used to train should be appropriate for the type of training needed. One type of training is “on-the-job” programs utilizing the demands and resources of daily work, and things like internships where an individual is placed in a temporary position so as to learn and observe. Off-the-job programs also include conferences, workshops, seminars, etc.

Training Execution

The first task is to select the participants. This should have already been done through the needs assessment. Additionally, training should be focused around the right instructors. This may be difficult sometimes due to things like schedule conflicts or financial considerations. The most common way for indentifying good instructors has been informal networks between managers. One final note here, it’s important to make sure that the selection process for employees is fair.

Program Evaluation

The most common approach to evaluate the usefulness of a training program is probably the most useless, the questionnaire. Generally, these result in positive evaluations and do a poor job measuring how training actually results in better productivity, etc. A better evaluation would do the following:
1. Identify what was learned.
2. Identify what changes in job behavior resulted.
3. Identify what happened to agency performance (impacts on costs, outputs, and goal accomplishment).
Each of these requires a different methodological approach.


Mentors can provide on-the-job training. For example, junior faculty here at MSU are assigned a senior faculty member as a mentor. How effective these can be depends largely on how much time is spent between mentor and mentoree. Additionally, there are some problems associated with mentoring.
1. There is often confusion about the role of the mentor. Sometimes, they are more valued for the personal rather than professional relationship.
2. Also, assignment is a problem. Sometimes the matches just aren’t good ones. The mentor needs to want to serve and devote time to meeting with the mentoree.

Career Development

This emphasizes the employee over the organization. In this way we look at how organizations can satisfy employee needs instead of how employees meet the needs of organizations.

Suffice to say, that governments generally do not provide career counseling or career development for their employees. Typically we see employees experience upward mobility for the first five years in an organization and then they plateau. This leads to an expectation that isn’t met later in the career.


The most common way for government employees to advance is through reclassification. Basically it works this way: an employee is doing a particular job at a particular rate of pay. However, the employee and the supervisor feel that the requirements of that job have become more than what was originally classified for that job. In other words, perhaps the employee, because they are a good employee, has been asked by the supervisor to do more difficult and complex job duties than when they were first hired. If that’s the case, then the position may be reclassified as a higher position with a higher pay. This is NOT grade creep. Grade creep is when this same process occurs but the employee is still doing the same, less complex, less difficult job they were originally hired to do.

Career Planning

Some important strategies that can be used to advance career development are:

Crossing: moving from one job category or career ladder to another when opportunities for advancement are limited in the first category, but not limited in the second.

Bridge Positions: positions specifically created to allow employees to move from one threshold to another with a career ladder. In other words, these might be positions to train an employee in the duties of a higher position.

Other Issues

There are other issues as well. For example, providing for employees with disabilities, family and medical leave, and layoffs.

Many of these are dictated by law and others through collective bargaining agreements. The Family and Medical Leave Act of 1993, for example, requires employers to grant leave requests from employees who have health or family needs. In 1997, Clinton expanded this to include child’s school activities and accommodating elderly relatives to medical visits. Additionally, the law allows up to six weeks maternity leave, and six week of leave for other personal medical needs. Additionally, some states and institutions allow for even more time. My wife was afforded up to 12 weeks maternity leave from her position as a teacher.

A common rule for determining layoffs is “last hired, first fired.” However, this is not always the case. For example, Michigan schools facing budget problems have been forced to lay off more senior teachers because they are required to pay these teachers more than junior teachers. In some specific cases, school districts will not hire a teacher who has a masters degree because the district is required to pay that teacher more than one without. Obviously this is a detriment to the educational environment, but it helps districts make the payroll.

Always, organizations facing layoffs encourage employees close to retirement age to seek early retirement. Sometimes they are offered full retirement benefits, other times they are offered compensatory packages that are not full benefits, but better than nothing.

Order a unique copy of this paper
(550 words)

Approximate price: $22

Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

We value our customers, and so ensure that our papers are 100 percent original. Our Team of professionals does not miss the mark; they ensure that step by step each paper is written uniquely. We never duplicate or work as we compare papers rest assured. We deliver our work a day before time to ensure that you don’t miss your deadlines. It is not only doing the work but delivering it at the right time. We capture the consequences of late remittances. .

Money-back guarantee

We value customer satisfaction here at and make sure that you get the best value for your Money. It happens that sometimes you can pay twice for your order or may want to cancel it, or you feel that it doesn’t meet your requirements; our money back guarantee will give you the opportunity to get back your money. We will also refund 100% of money paid double. In case your paper does not satisfy your requirements , we request that you notify us via writing within 2 days otherwise on the third day we will assume that you have been satisfied. Do all your correspondences through our email address

Read more

Zero-plagiarism guarantee

At, our professional writers know the consequence plagiarism does for our clients. We have updated software’s such as article checker and copyscape to check for originality of the custom papers before submission of the final paper to the you. Our guarantee to the customer is that we will write 100% original papers for them that are quality, timely and of low cost. We have experienced professional and competent PhD writers who will write quality custom papers for you..

Read more

Free-revision policy

. At, we are proud to provide top-quality Essay writing service to our esteemed customers. We are ready to take up that challenging academic assignment that is giving you sleepless nights and simplify it for you according to your desired requirements. We are willing to revise your paper if it does not meet your requirements. At, we do not compromise with quality; thus, we offer unlimited free revisions until the customer is satisfied with their custom paper. Our unlimited free revision services are provided under the following terms:.. .

Read more

Privacy policy knows that client’s information is an essential tool for our company. It means that whatever the client requests from our service is kept strictly confidential. It means that whoever writes for this company understands the terms and conditions hence you should not be worried because you will never see your work somewhere else...

Read more

Fair-cooperation guarantee

Rest assured that we will always be attentive to your needs and requirements. We belief in the phrase treat your neighbour as you would want them to treat you. We leave nothing to chance and always look forward to a good interaction with each other.. .

Read more

Calculate the price of your order

550 words
We'll send you the first draft for approval by September 11, 2018 at 10:52 AM
Total price:
The price is based on these factors:
Academic level
Number of pages