OBJECTIVEPropose a company-wide employee development plan to improve employee productivity and performance by providing employees with the ability to do what they value and grow beyond their initial vision of their careers in benefit of the company (Laureate Education Inc., n.d.) .
WHAT IS EMPLOYEE DEVELOPMENT? Is a joint, on-going effort on the part of an employee and the organization to upgrade the employees knowledge, skills, and abilities (Office of Human Resources, 1999) A long range goal to prepare employees and make them more fluent and accurate in their role overtime (Laureate Education Inc., n.d.). It refers to formal education, job experiences, relationships, and assessments of personalities and abilities that help employees perform effectively on the job and the future of the organization (Noe, 2010). It focuses on leadership skills and the ability to see the business model in the community and the industry (Laureate Education Inc., n.d.).
BENEFITS Improve quality of the company Meet the challenges of global competition and social change Incorporate technological advances and changes in work design Talent and leadership management and retention Develop successful work teams Develop strong interpersonal skills in employees
IMPORTANCE It relates to employee retention. It is grounded and linked to the company’s mission, goals, and values. It relates to the creation of a talented workforce. Noe (2010)
EXPECTED OUTCOME Initiatives 360-degree feedback: Formal education: Collecting multiple Mentoring and Actively involve perspectives of managers’ coaching: employees in learning. performance, allowBetter educated workforce Career and employees to compare is likely to be more productive. Increase their own personal psychological evaluation with the support and employee perspective of others, and retention, increase formalizing guaranteeing skillsemployees’ readiness for transfer from training communications between promotion, and improve job performance. employees and to the work setting. customers. Noe (2010)
RATIONALEPace (2010) exemplifies how employee development can foster employees to view their work as a calling or career and completely adopt the organization’s goals tend to produce more positively deviant performance applying strategies such as positive climate, positive relationships, positive communication, and positive meaning.
DEVELOPMENT PLANNING PROCESS Accountability Criteria Actions Goal identification Motivation Opportunityemployee and company responsibility to achieve the employee development process Noe (2010)
NEXT STEPS Meeting to discuss the details of the plan aligned with the company’s goals and agreements.
REFERENCESLaureate Education Inc. (n.d.). Employee development. [video program]. Dr. Harold Stolovitch. Retrieved from https://class.waldenu.edu/webapps/portal/frameset.jsp?tab_tab_group_i d=_2_1&url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ft ype%3DCourse%26id%3D_2096970_1%26url%3DNoe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.Office of Human Resources. (1999). Employee development. University of Minnesota. Retrieved from http://www1.umn.edu/ohr/toolkit/development/index.htmlPace, A. (2010). Unleashing positivity in the workplace. Training and Development, 64(1), 40–44..
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