Your SlideShare is downloading. ×
0
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Employee Development
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Employee Development

2,620

Published on

Employee Development

Employee Development

0 Comments
2 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
2,620
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
193
Comments
0
Likes
2
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1.  
  • 2. Employee Development By Jaaziel Charishma Ragland
  • 3. 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
  • 4.
    • 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
  • 5. 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?
  • 6. 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
  • 7. 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
  • 8. (F)IRST Steps
    • Focus on one or two specific goals that have both personal and organizational payoff
    • Keep development in the forefront
  • 9. F(I)RST Steps
    • Incorporate daily action
    • Emphasize on the-job application
    • Stretch the employee’s comfort zone
  • 10. 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
  • 11. 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
  • 12. 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
  • 13. 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
  • 14. Vary Your Role
    • Work one-on -one
    • Orchestrate resources and learning opportunities
    • Enhance self-reliance
  • 15. Working one –on- one
    • Offer insights, observations and feedback
    • Share relevant experiences, stories and insights
    • Encourage the employee’s efforts to learn
  • 16. Orchestrate Learning Opportunities
    • Create meaningful challenges
    • Identify appropriate opportunities
    • Identify appropriate mentors
  • 17. Enhance Self-Reliance
    • Encourage learning from daily tasks
    • Allow employees to find their own solutions
  • 18. Training Resources
    • Discuss specific training objectives for training programs
    • Identify current and timely sources
    • Consider optimum timing for training
    • Discuss methods of application
  • 19. 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
  • 20. 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
  • 21. 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?
  • 22. Approaches to employee development
    • A system to retain and motivate employees by identifying and meeting their developmental needs is called development planning system
  • 23.
    • 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.
  • 24.
    • 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
  • 25.
    • 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.
  • 26.
    • 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.
  • 27.
    • 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.
  • 28.
    • 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.
  • 29. Career management and development planning systems:
    • Self assessment
    • Reality check
    • Goal setting
    • Action planning
    • Other special issues:
    • Melting the glass ceiling
    • Succession planning
  • 30. CAREER DEVELOPMENT
  • 31. 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.
  • 32. Why Career development?
    • Changing technology and globalisation
    • Employability of Individual
  • 33. Support needed by Individuals to manage their Career development
    • Support 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
  • 34. Elements of Career Planning
    • Individual assessment and need analysis
    • Organisational Assessment and Opportunity Analysis
    • Need Opportunity Alignment
    • Career Counseling
  • 35. Steps and element in the Career Management Process Self Assessment Reality Check Goal Setting Action Planning
  • 36. SELF ASSESSMENT
    • Employee responsibility
    • -Identify Opportunities and needs to improve
    • Company Responsibility
    • - Provide assessment information to identify strengths, weakness, interest and values.
  • 37. Reality Check
    • Employee 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
  • 38. Goal setting
    • Employee 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
  • 39. Action Planning
    • Employee responsibility
    • -Identify steps and timetable to reach goal.
    • Company Responsibility
    • - Identify resources employee needs to reach goal, including courses, work experiences, relationships.
  • 40. 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
  • 41. 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.
  • 42. THANK YOU

×