Introduction to

Human Resource

Management

Class 13

Class Overview

Contrary to popular belief, there is a

difference between employee training and

employee development. This class, we will

be discussing the benefits of developing

careers, as well as organizational strategies

for employee development.

Employee Training vs. Employee

Development

There are differences between employee training

and employee development. Typically, employee

training is short-term, task-oriented training, and is

group based. Employee development is often

long-term focused training, which is skill-oriented

and individually based.

Employee Training vs. Employee

Development Chart

Training Development

Short- term focused Long-term focused

Task oriented Skills oriented

Group based Individually based

Focuses on the “today” needs Leads to the “tomorrow” results

Compliance area strength Opportunities for development

Information targeted Individually targeted

Means End

Knowledge Expansion

Piece of development Holistically based development

Video - Training versus

Development

Please click on the link above for a video

regarding information on training versus

development.

What is Career Development?

“Career development is not a one-shot

training program or career planning

workshop. Rather, it is an ongoing,

organized and formalized effort that

recognizes people as a vital organizational

resource.”

Benefits of Developing Careers

• Allows for the retention of top talent.

• Increases engagement and productivity.

• Strengthens succession and succession

planning.

• Allows for knowledge transfer and retention.

• Encourages internal skill and role gap filling.

• Creates positive employer brand.

Before beginning the Career Development

Process, it is important to consider the

alignment between the employee and the employer

Challenges of Developing Careers

• Who will be responsible for developing

employee careers?

• How much emphasis on career development is

appropriate?

• How will the needs of the diverse workforce be

met?

– Can these needs be met?

Career Development Programs

• Coaching

• Career Counseling

• Cross-Training

• Job Rotation

• Job Enlargement

• Job Enrichment

Career Development Program Examples Explained

Organizational Strategies for

Employee Development

• Mentoring

• Coaching

• Job Rotation

• Tuition Assistance Programs

How are you developing your

employees?

(Tips and Tricks)

1. Identify your mission.

2. Keep learning and don’t stop.

3. Develop competencies, based upon the

job you have and the job you want.

4. Find a trustworthy mentor.

Video - Development Tips

Please click on the picture above for a

video regarding employee development

tips.

Competencies

“Competencies are the measurable or

observable knowledge, skills, abilities, and

behaviors (KSABs) critical to successful job

performance.”

Understanding employee competency strengths and

weaknesses can empower your employees and your

organization.

Competencies

The classification of competencies needed

depends on the organization’s preferences.

With that being said, many competency-

based research companies have created

competency structures based upon entry-

level, middle, and senior employees.

Note: Often there is overlap between

competency levels. Lominger is an

example of a great competency-based

research organization.

Examples of Entry-Level

Competencies

• Customer focus

• Integrity and trust

• Peer relationships

• Relationship with supervisor

• Personal learning

• Perspective

• Work / life balance

Examples of Mid-Level

Competencies• Career ambition

• Comfort around management

• Confronting direct reports

• Delegation

• Directing others

• Fairness to direct reports

• Hiring and staffing

• Integrity and trust

• Managerial courage

• Motivating others

• Peer relationships

• Personal learning

• Perspective

• Political savvy

• Problem solving

• Work/ life balance

• Writing skills

Examples of Senior-Level

Competencies• Business acumen

• Command skills

• Timely and quality decision-making abilities

• Delegation

• Directing others

• Fairness to direct reports

• Hiring and staffing

• Integrity and trust

• Managerial courage

• Motivating others

• Peer relationships

• Personal learning

• Perspective

• Political savvy

• Problem solving

• Work/ life balance

• Writing skills

Importance of Defining

Organizational Competencies

Determining and defining relevant organizational and job competencies is important to an

organization’s and an employee’s success. Competencies can be specific or general, but

should apply to the position and organizational needs.

“Research suggests that some individuals may be 20 times more productive than others. Matching individual competencies with

job competency models puts individuals in positions where they can contribute most. Competency learning cannot promise a 20-fold increase in productivity, but it will move people in the right

direction.”- William Rothwell

Organizational Competencies and

the Big Picture

Employee Advancement Tips

1. Market yourself

2. Understand trends in business

3. Resolve problems

4. Improve communication

Video - Rules for Career Success

Please click on the picture above for a

video regarding information on career

success.