1. Organization Development and Change
Chapter Eighteen:
Developing Talent
Thomas G. Cummings
Christopher G. Worley

2. Learning Objectives for Chapter Eighteen
To examine three human resource management interventions: coaching and mentoring, career planning and development, and management and leadership development
To understand how these OD efforts seek to improve the individual’s personal competencies and enhance traditional human resource approaches
Cummings & Worley, 9e (c) South-Western/Cengage Learning

3. Coaching and Mentoring
Goals
Assist in execution of a transition
Address a performance problem
Develop new behavioral skills with leadership development
Application Stages
Establish the principles of the relationship
Conduct an assessment
Coach and client debrief the results
Develop and Implement an action plan
Assess the results
Cummings & Worley, 9e (c) South-Western/Cengage Learning

4. Career Planning and Development Interventions
Career planning is concerned with individuals choosing jobs, occupations, and organizations at each stage of their careers.
Career development involves helping employees attain career objectives.
Cummings & Worley, 9e (c) South-Western/Cengage Learning

5. Cummings & Worley, 9e (c) 2008 South-Western/Cengage Learning
Career Stages
Establishment Stage (ages 21-26)
Advancement Stage (ages 26-40)
Maintenance Stage (ages 40-60)
Withdrawal Stage (age 60 and above)
Cummings & Worley, 9e (c) South-Western/Cengage Learning

6. Career Planning Mechanism
Communication regarding career opportunities and resources within the organization
Workshops to assess member interests, abilities, and job situations and to formulate career plans
Career counseling by managers or human resource department personnel
Self-development materials directed toward identifying life and career issues
Assessment programs that test vocational interests, aptitudes, and abilities relevant to career goals
Cummings & Worley, 9e (c) South-Western/Cengage Learning

7. Career Stages and Planning Issues
Establishment What are alternative occupations, firms, and jobs?
What are my interests and capabilities?
How do I get the work accomplished?
Am I performing as expected?
Advancement Am I advancing as expected?
What long-term options are available?
How do I become more effective and efficient?
Maintenance How do I help others?
Should I reassess and redirect my career?
Withdrawal What are my interests outside of work?
Will I be financially secure?
What retirement options are available to me?
Cummings & Worley, 9e (c) South-Western/Cengage Learning

8. Career and Human Resource Planning
Individual Career Planning
Human Resources Planning
Personal objectives
and life plans
Business objectives
and plans
Occupational and
organizational choice
Ways to attract and
orient new talent
Methods for matching
individuals and jobs
Job assignment choice
Development
planning and review
Ways to help people
perform and develop
Ways to prepare
for satisfying retirement
Retirement
Cummings & Worley, 9e (c) South-Western/Cengage Learning

9. Career Development Interventions
Role & Structure Interventions
Realistic job preview
Job rotation and challenging assignments
Consultative roles
Phased retirement
Individual Employee Development
Assessment centers
Coaching and Mentoring
Developmental training
Performance Management
Work Life Balance
Cummings & Worley, 9e (c) South-Western/Cengage Learning

10. Management and Leadership Development Interventions
Goals
Changing the skills and knowledge of organization members to improve effectiveness and build capabilities
Application Stages
Perform needs assessment
Develop objectives and design training
Deliver training
Evaluate training
Cummings & Worley, 9e (c) South-Western/Cengage Learning