I have an interview in a few days for an Employee Development Manager post and have to do a presentation on the following:
"We are about to conduct a major review of our performance management systems. As the Employee Development Manager what would you see as the major issues and areas which you would want to consider as part of this review? What recommendations would you make on how Employee Development can contribute to improving the performance of its’ staff?
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You have 7 minutes at the beginning of the interview to present your ideas to the panel. You may use less time but not more. At the end of your presentation you may be asked questions.
I have quite a few ideas but would welcome any information or ideas that people could give.
clare howell
One Response
Some ideas
Hi Clare,
From my point of view I would suggest you consider the following:
The effectiveness of the appraisal system – is it delivering constructive feedback in both directions (to employees and from employees).
The way the system helps employees deal with the feedback.
The resulting direction of how the employees move forward – training, coaching, and mentoring processes.
The resulting changes in management styles assessed form employee feedback (a sensitive one this).
The effectiveness of Training – does it cover a wide enough range of learning styles? Are approaches limited to ‘one hit’ courses or will there be follow-up sessions that allow employee(s) to build skills (if appropriate).
How is coaching and mentoring carried out plus are internal coaches and mentors sufficiently trained, do they have coaches/mentors themselves, is there a support group for coaches and mentors?
The metrics to monitor effectiveness of the change system (training, coaching and mentoring). Is self-assessment involved? How is that compared to other assessment processes?
The contribution of all Employee Development’s staff need to be linked directly to the development of the business’s employees, who, in turn, needs to be linked directly to the business objectives of the company by reducing those objectives to ones that are understandable, communal, and deliverable. This means working on how each business objective impacts upon each section/department/directorate/etc of the business and translating it appropriately. This means that Employee Development not only needs to focus and filter all development by the business objectives but also needs to ensure that these processes are carried out and monitored for success. The degree of success indicates the degree of changes that need to be made.
I’m sure there are other issues. Good luck.
Nigel