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Making the case for employee development
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Making the case for employee development


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  • 1. Making the Case-Part 1 Financial Aid Department More than the Money
  • 2. Goals and Objectives The goal of this program is to provide you with information to engage and develop employees in their positions. Upon completion of this program you will be able to:  Improve the quality of your employees performance.  Incorporate technological advances into the job requirements.  Develop future leaders and managers.  Help employees build relationships.  Keep the employees focus on the customer.
  • 3. Producing ExcellenceFocus on leadership skills and the ability to see the broader business model.Provide employees with the ability to do that which they value and to grow beyond their initial vision for their careers.Pace writes, In 2008, the Journal of Organizational Behavior defined compassion as “the process of noticing another person’s suffering, emphatically feeling that person’s pain, and acting in a manner intended to ease the suffering” (Pace, 2010). Dutton explains, “compassion is just one example of a human capability that we need to learn how to do well collectively” (Pace, 2010).
  • 4. Where do you begin?There are four approaches that are encouraged in order to engage and develop employees: Performance appraisals Formal education Mentoring programs Job rotation systems
  • 5. Performance AppraisalsIn order to improve the quality of performance we will be measuring the results of the work performance. Manager and employee will agree on four personal objectives that will help the department reach its goals (Noe, 2010). Manager and employee will choose key performance outcomes related to the employees job description (Noe, 2010).
  • 6. Formal EducationIn order to incorporate technological advances into the job requirements off-site and on-site programs designed specifically for the company’s employees will be available (Noe, 2010). Tuition reimbursement In-house development programs Short courses offered by consultants
  • 7. Job Rotation/Mentoring ProgramIn order to build relationships, develop future leaders and keep employees focus on the customer we will provide the employees with a series of job assignments in various functional areas of the company by rotating jobs twice a year for a month. In addition, we will implement a mentoring program. Job rotation helps employees gain an overall appreciation of the company’s goal and increases their understanding of different company functions (Noe, 2010). Mentoring relationships will bring together successful senior employee senior employees with less experienced employees (Noe, 2010). The mentor program is evaluated.
  • 8. ReferencesNoe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.Pace, A. (2010). Unleashing positivity in the workplace. Training and Development, 64(1), 40–44. Retrieved from the Academic Research Complete database.