Employee Development is:. The employee development plan is designed beforehand by understanding the strengths and weaknesses of the employees and it is then aligned with the business goals of the company. Employee training then acts as a catalyst that helps the organization to realize its development strategy. In this blog, we will discuss why it is important and how an organization can go about designing a program.
Here are the benefits of employee training and development:. Here is how you can design your development program:. Before picking any training method, the Learning and Development team needs to understand the goals of the organization and the department for which they are preparing the training and development program. They also need to recognize the subsequent milestones leading towards the main goals. All this will help them to create a training program properly by keeping the goals of the organization, respective departments, and employees in mind.
Ensure that they understand why it is necessary and how it will improve their business as they will want to measure the ROI out of such initiatives. Secondly, you must inform the employees about the type of training they would receive and ask for their feedback to match their hopes. It will ensure a higher engagement rate with the training and development program.
Even though employees love to acquire new skills, it is good to inform them in advance, to set the right expectations. There could be numerous types of gaps whose analysis is essential for the success of your training and development program. The gaps could be in:.
To know where the gap is you must ask the right questions such as:. Further, they must consult the employees to know what they feel about the current training methods and process to improve on them. Doing so helps you analyze the gap and overcome it. Evaluate how your business will look once the training and development program is successfully done.
Some things to understand are- What success looks like for your organization and what type of metrics are necessary to gauge the impact of your training initiatives. You have to also decide how often you will update your training content and on what basis.
The training may also build the employee's confidence because she has a stronger understanding of the industry and the responsibilities of her job. This confidence may push her to perform even better and think of new ideas that help her excel. Continuous training also keeps your employees on the cutting edge of industry developments.
Employees who are competent and on top of changing industry standards help your company hold a position as a leader and strong competitor within the industry. A structured training and development program ensures that employees have a consistent experience and background knowledge. The consistency is particularly relevant for the company's basic policies and procedures.
All employees need to be aware of the expectations and procedures within the company. This includes safety, discrimination and administrative tasks. Putting all employees through regular training in these areas ensures that all staff members at least have exposure to the information.
Employees with access to training and development programs have the advantage over employees in other companies who are left to seek out training opportunities on their own. When conducting employee development in another culture, management should apply the same lessons used when conducting any business internationally. Employers must be aware of differences in language, ways that cultures use humor, meanings of nonverbal gestures, appropriate greetings and local attitudes toward time management.
Job Rotation Policy. Professional Training, Certification, and Membership Policy. Professional Development Reimbursement Policy. Career Development Plan. Skills Analysis Form. Department of Labor, Education and Training Administration. Perfect Phrases for Employee Development Plans. You may be trying to access this site from a secured browser on the server. Please enable scripts and reload this page.
Reuse Permissions. Page Content. Overview Employee development is almost universally recognized as a strategic tool for an organization's continuing growth, productivity and ability to retain valuable employees. This article addresses the following topics related to developing employees: Past and current approaches to employee development programs. The business case for these programs and HR's role. Guidelines and methods for designing effective programs.
Challenges in implementing programs. Issues related to communications, legal requirements, technology, metrics and global employee development programs. See Introduction to the Human Resources Discipline of Organizational and Employee Development This article does not cover the topic of employee development for organizational leaders and managers.
Business Case Employers today must often develop the employees they have rather than find new staff in the marketplace. Reasons for emphasizing employee development include: Remaining competitive. Organizations are competing not only for market share but also for employees. Employees want to work for an employer that will upgrade their skills to keep them competitive with peers from other companies. Dealing with ongoing skills shortages. In the long term, businesses should participate in community partnerships to rebuild the broken talent creation system.
Promoting diversity, equity and inclusion. Corporate diversity initiatives all too often focus on external recruiting rather than reskilling current employees to encourage promotion of women and people of color.
Create a culture of learning. An agile learning culture is needed now more than ever—one that enables employees to demonstrate their ability to quickly adapt to new environments, new protocol and shifting market demands. Taking employee development "off hold. In today's labor market, companies must invest in employee training to build the talent needed in the current workplace.
Adapting to changing business structures. Leaner, flatter, continuously evolving organizations need employee development to ensure engagement and commitment.
By providing creative development, executives signal that they value employees. Increasing worker productivity. Workers who receive training and educational opportunities are more productive.
Reducing turnover. The more money an organization spends on employee training and development, the greater the concern that the highly skilled people will leave and take their knowledge somewhere else; however, research has shown that employee training actually reduces turnover and absenteeism. Aligning employee development with the organization's needs. Employers should let strategic needs drive development.
For example, facing impending retirement of many older workers, an organization might broaden those workers' skills so they can add variety to their jobs and take on new responsibilities.
Such measures could encourage experienced workers to stay on the job. Guidelines for Effective Employee Development Successful employers integrate development and succession planning programs into the organization's overall strategy, ensuring all programs drive toward the same set of objectives.
These guidelines can help management plan employee development programs: Gain executive support. Ensure executives understand and agree with how development fits into workforce planning, a succession process or a retention program. Involve management.
If executives show support, there is a good chance that management will pay attention to employee development. Managers play a vital role, ensuring a connection between development strategy and real-world implementation. Relate to performance management. The employer must be clear about development's place in the performance management process.
Managers should differentiate between short-term plans for projects, long-term plans for the organization, career development plans for the employee and skill building for immediate performance deficiencies. Each should be handled at the appropriate phase of the performance management process. Understand what the employee values. Employees often have an intense interest in their own development. Knowing what each employee values and how that relates to his or her development needs should greatly affect the type of development activities provided for the employee and, ultimately, for the success of such activities.
Know the desired outcome. Have a clear understanding of exactly which skills will be enhanced by particular employee development initiatives.
Coaching Coaching involves a more experienced or skilled individual providing an employee with advice and guidance intended to help him or her gain new skills, improve performance and enhance the quality of his or her career.
Mentoring Mentoring matches less experienced employees with more experienced colleagues through formal or informal programs. Effective mentoring programs do the following: Match mentors and mentees based on skills and development needs.
Outline and track goals. Designate minimum time commitments. Monitor the mentoring relationship. Hold both parties accountable. Link mentoring to talent management strategy and goals. Link mentoring to business strategy and goals. Individual development plans To accelerate the pace of employee learning, organizations may use an individual development plan IDP. The 9-box grid The 9-box grid is an individual employee assessment tool that evaluates the employee's current and potential levels of contribution to the organization.
Cross-training Cross-training refers to training employees to perform job duties other than those normally assigned. Job enlargement and job enrichment Job enlargement involves expanding the employee's job by adding more tasks and duties, typically at the same level of complexity. Job shadowing Job shadowing requires more than just having an employee follow a colleague around all day.
Job rotation Job rotation is the systematic movement of employees from job to job within an organization. Succession planning Succession planning identifies long-range needs and cultivates internal talent to meet those needs. See: Engaging in Succession Planning Retool Your Succession Planning to Meet Future Challenges Succession Planning Is Easier Than You Think Assessment cen ters An assessment center is not necessarily a physical site, as the term might suggest, but a program of tools and exercises designed to assess an employee's or job candidate's suitability in relation to a particular role.
Corporate universities Corporate universities focus primarily on on-the-job skills, company-specific proprietary knowledge and branding, and certification. Online employee development Organizations typically use classroom-based learning for topics unique to the particular employer and online learning for more universal topics.
Common Issues and Challenges in Developing Employees Organizations should be aware of potential problems that may arise in employee development programs, such as funding problems, lack of analytics and metrics, diversity issues, and generational differences.
General issues Some typical hurdles for employee development programs include the following: Lack of accountability. Few organizations consistently hold managers or executives accountable for developing their direct reports. Gaps in talent development capabilities. Research shows that few organizations have the managerial capability to grow people in their jobs or provide feedback to support employee development.
Lack of alignment between human capital and business strategy. Fewer than one in five organizations consistently aligns workforce and business strategies.
Inconsistent execution. Most organizations have fundamental processes in place, such as workforce planning, high-potential development programs and succession planning, but few employers execute these programs consistently. Limited use of meaningful analytics. Few employers track the metrics that matter, such as the effectiveness of talent management programs.
Funding challenges When work and revenue flow, taking employees away from their desks for development is difficult. Here are some tips: Seek government funding.
Grants are available through many federal, state and local government workforce initiatives, as well as through privately funded programs. Employers can also seek employee development funds through unemployment agencies, economic development organizations, chambers of commerce and community colleges.
Grants may restrict which employees are trained, by whom and on what topics. Analyze and prioritize. Employers should analyze the costs and benefits of current development methods and seek economies.
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