Employee Development

ByJaaziel Charishma Ragland

What is Development? The acquisition of knowledge, Skill and

behavior that improve an employee’s ability to meet changes in job requirements and in client and customer demands

TRAINING Focus- Current Use of work

experiences – Low Goal – Preparation for

current JOB Participation-

Required

DEVELOPMENT Focus- Future Use of work

experiences – High Goal – Preparation for

Changes Participation-

Voluntary

Discuss GAPS

G- What are the employee’s Goals? A- What is the employee’s view of his/her

Abilities? P- What are your Perceptions of the

employee’s abilities? S- What is the Standard for success?

Critical Development Objectives

Identify personal top priorities Align top priorities with organizational

objectives Determine Return on Investment (ROI) Pick one or two development goals that

make the most sense

Action Steps

F ocus on critical issues first I mplement something every day R eflect on experiences S eek feedback and support T ransfer learning

(F)IRST Steps

Focus on one or two specific goals that have both personal and organizational payoff

Keep development in the forefront

F(I)RST Steps

Incorporate daily action

Emphasize on the-job application

Stretch the employee’s comfort zone

FI(R)ST Steps

Encourage the employee to reflect on their development to assist them in learning the right lessons

Prompt the employee to diagnose the barriers

FIR(S)T Steps

Identify sources and processes for getting feedback

Identify people who can provide support and encouragement

Identify how the employee will measure progress

FIRS(T) Steps

Plans need to be flexible Discuss how to adjust the plan to

changing competencies Discuss how the plan will be reviewed and

updated

Create a Learning Environment

Use your own insights and experiences Promote active experimentation Focus on learning rather than mistakes Emphasize small, reasonable steps Model your own commitment to

development

Vary Your Role

Work one-on -one Orchestrate resources and learning

opportunities Enhance self-reliance

Working one –on- one Offer insights, observations and feedback Share relevant experiences, stories and

insights Encourage the employee’s efforts to learn

Orchestrate Learning Opportunities

Create meaningful challenges Identify appropriate opportunities Identify appropriate mentors

Enhance Self-Reliance

Encourage learning from daily tasks

Allow employees to find their own solutions

Training Resources

Discuss specific training objectives for training programs

Identify current and timely sources Consider optimum timing for training Discuss methods of application

Debriefing Sessions

Discuss expected learning in advance of the event

Discuss what went well and what did not Encourage open communication Use open-ended questions Discuss what was learned and next steps

in the development plan

Be a Powerful Role Model

Push yourself out of your comfort zone Identify a coach Invite feedback Share what you’ve learned Celebrate your achievements

Enhance the Environment

How will you continue to reinforce the importance of development?

What are the barriers people mention most often?

What other ways can you publicly recognize and reward employees who develop themselves and others?

Approaches to employee development

A system to retain and motivate employees by identifying and meeting their developmental needs is called development planning system

Formal education programs:It includes short courses offered by

consultants or universities, exec MBA programs and universoty programs.

Assessment:Collecting information and providing

feedback to employees about their behavior, communication, style or skill.

Myers Briggs type indicator;A psychological test used for team building

and leadership development that identifies employees preferences for energy, information gathering, decision making and lifestyle.

Assessment centers:A process where multiple raters evaluate

employee’s performance on a number of exercises

Benchmarks :An instrument designed to measure the

factors that are important to managerial success.

Performance appraisal:The process through which an organization

gets information on how well an employee is doing the job.

Job experiences: The relationships, problems, and other

features that employees face in their jobs.

Job enlargement:Adding new challenges or responsibilities to

current job.

Job rotation:Moving from one job to another over a

course of time. It may be in different functional areas of the company or within a single fuctional area or department.

Transfers and promotions: Also used as a developmental tool.

Temporary assignments with other organizations:

Externship: when a company allows full time operational role at another company.

Sabbatical: A leave of absence from the company to renew or develop skills.

Through Interpersonal relationship:

Mentoring: An experienced productive senior employee helps to develop a less experienced employee by providing career support and psychological support.

Coaching: A peer or manager who works with an employee to motivate, develop skills and provide reinforcement and feedback.

Career management and development planning systems: Self assessment Reality check Goal setting Action planning

Other special issues:Melting the glass ceilingSuccession planning

CAREER DEVELOPMENT

Career Development Career development is a lifelong process

of managing progression in working and learning (http://www.gla.ac.uk/wg/Why_Careers_en.pdf)

In organizational development (or OD), the study of career development looks at:

-how individuals manage their careers within and between organizations

- how organizations structure the career progress of their member and succession planning.

Why Career development? Changing technology and globalisation

Employability of Individual

Support needed by Individuals to manage their Career

developmentSupport from Three forms Help in developing their career

management skills High quality information on the

opportunities open to them Personal support in reviewing the options

and converting information into personal action

Elements of Career Planning Individual assessment and need analysis Organisational Assessment and

Opportunity Analysis Need Opportunity Alignment Career Counseling

Steps and element in the Career Management Process

Self Assessment

Reality Check

Goal Setting

Action Planning

SELF ASSESSMENTEmployee responsibility -Identify Opportunities

and needs to improve

Company Responsibility

-Provide assessment information to identify strengths, weakness, interest and values.

Reality CheckEmployee responsibility -Identify what needs are

realistic to develop

Company Responsibility

-Communicate performance evaluation, where employee fits in long range plans of the company, changes in industry, profession and workplace

Goal settingEmployee responsibility -Identify goal and

method to determine goal progress

Company Responsibility

-Ensure that goal is specific, challenging, and attainable

-Commit to help employee reach the goal

Action PlanningEmployee responsibility -Identify steps and

timetable to reach goal.

Company Responsibility

-Identify resources employee needs to reach goal, including courses, work experiences, relationships.

Benefits Of Career Planning To An Organization

Ensures availability of Resources for future

Enhances organizational ability to attract and retain talent

Ensures growth opportunities for all Handles employee frustration

Benefits of Career Planning to An Individual

Understand ones own strengths and weakness Better knowledge of career opportunities

available to him Enables him to choose a career that suits his

lifestyle, preferences, self-development plans, family environment, etc.

It provides him an opportunity to change his career plans according to his changing needs or changing environment.

THANK YOU