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  1. 1. Group Project Training Workshop 1 BUHRM2601 Human Resource Development Topic : Employee Development Group Members:  Oke Elijah Oladipupo  Benjamin Johnson  Najim KhalifaAl Battashi  Rithanya Lakshmanan  Siti Rizky Mardhani (30109130) (30109266) (30091789) (30109108) (30109011)
  2. 2. Objectives: 2 ⚫To define the definition of employee development. ⚫To describe approaches to employee development. ⚫To discuss current trends in using formal education for development. ⚫To explain how job experience can be used for employee development. ⚫To discuss the steps in the development planning process. ⚫To explain the company strategies for providing development.
  3. 3. What is development? Development refers to formal education, job experiences, relationships, and assessments of personality and abilities that help employees perform effectively in their current or future job and company. 3
  4. 4. Definition of Employee Development 4 ⚫Employee development is concerned with preparing employees so that they can move with the organization as it develops changes and grows ⚫The approaches to employee development is meant to help employees perform effectively in their current or future job and company ⚫Successful employee development requires a balance between an individual’s career needs and goals
  5. 5. Development and Careers 5 ⚫For an organization to succeed, it needs to focus on the skills and knowledge's of valued people who can give the organization competitive and sustainable competitive advantages. ⚫Employee development is defined to improve skills, knowledge, and talents of people to make changes. ⚫For example, URS Corporation committed to a culture of employee development and provides unique opportunities, resources, and support their employees.
  6. 6. Approaches to Employee Development ⚫ Assessment Center ⚫ Benchmarks ⚫ PerformanceAppraisal and 360-Degree Systems ⚫ Myer-BriggsTest Formal Education Assessment Job Experiences Interpersonal Relationships 6
  7. 7. Formal Education 7 ⚫Formal education programs include: ⚫Off-site and on-site programs designed specifically for the company’s employees ⚫Short courses offered by consultants or universities ⚫Executive MBAprograms ⚫Many countries such as US, UK, Australia, Canada have been sending some of their employees to Malaysia to do MBAunder the companies’sponsorship.
  8. 8. Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills 8 Assessment
  9. 9. Assessment (continued) 9 ⚫Used most frequently to: ⚫identify employees with managerial potential ⚫measure current managers’strengths and weaknesses ⚫identify managers with potential to move into higher- level executive positions ⚫Personality assessment tests used at many of the nation’s largest companies in UK, including Albertson’s grocery chain and retailers such as Neiman Marcus and Target
  10. 10. Assessment Center 10 ⚫Multiple raters or evaluators evaluate employees’performance on a number of exercises ⚫It is used to identify if employees have abilities, personality, and behaviors for management positions ⚫Types of exercises include leaderless group discussion, interviews, in-baskets, and role plays ⚫AT&T as an American multinational telecommunications created a building for recruitment called The Assessment Center
  11. 11. Benchmarks 11 ⚫Instrument designed to measure important factors in being a successful manager ⚫Items that are measured include dealing with subordinates, acquiring resources, and creating a productive work climate
  12. 12. Performance Appraisal and 360-Degree Feedback Systems 12 ⚫Used for measuring rating employees, rating their behaviors, rating the extent ⚫Manager must be trained in providing performance feedback ⚫Jelly Belly Candy Company in California uses accurate performance appraisals for evaluation and development of their employees.
  13. 13. 360-Degree Feedback Systems 13
  14. 14. Activities involved in development planning using the 360-degree feedback process 14 • Understand strengths and weaknesses  Review ratings for strengths and weaknesses  Identify skills or behaviors where self and others’ ratings agree and disagree • Identify a development goal  Choose a skill or behavior to develop  Set a clear, specific goal with a specified outcome
  15. 15. (Cont.) 15 • Identifya process forrecognizing goal accomplishment • Identifystrategies forreaching thedevelopment goal  Establish strategiessuch as reading, job experiences, courses, and relationships  Establish strategies forreceiving feedback on progress  Establish strategies forreceiving reinforcementfor new skillsor behaviour
  16. 16. Myers-Briggs Type Indicator 16 ⚫Most popular psychological test for employee development ⚫It is valuable tool for understanding communication styles and the ways people prefer to interact with others such as teamwork, motivation, and leadership ⚫Hallmarks Cards is using Myers-Briggs Personality Type by creating program called Steppingstones which is designed to open lines of communication within the organization
  17. 17. Job Experiences 17
  18. 18. Definition of Job Experiences 18 ⚫Job experiences – relationships, problems, demands, tasks, or other features that employees face in their jobs. ⚫Most employee development occurs through job experiences. ⚫McDonalds uses job experience to strengthen employees’ management competencies
  19. 19. ⚫ Job enlargement – adding challenges or new responsibilities to an employee’s current job ⚫ For example, small companies may not have as many opportunities for promotions, so they motivate their employee with job enlargement ⚫ Job rotation - providing employees with a series of job assignment in various functional areas of the company or movement among jobs in a single functional area or department. ⚫ For example, customer service employee switch to product delivery in Steelcase Company 19
  20. 20. ⚫Transfer – an employee is given a different job assignment in a different area of the company ⚫Promotions- advancements into positions with greater challenges, more responsibility, and more authority that in the previous job St. Edward’s University consider regular employees for promotion or transfer within the university ⚫Downward moves – occurs when an employee is given a reduced level of responsibility and authority 20
  21. 21. Temporary Assignments, Projects, and Volunteer work 21 ⚫Employee exchange is one example of temporary assignment ⚫Weber Sandwick provides employees with the opportunity to apply for participant in Global Exchange Program ⚫A job exchange program works much like a foreign student exchange program ⚫V olunteer assignment may offer employees opportunities to manage the change of company
  22. 22. Interpersonal Relationships 22 ⚫Mentoring is the pairing of an experienced or skilled of senior employee to develop and improve a less experienced employee ⚫Mentor provide career support and psychosocial support to the employee ⚫Shell Exploration uses mentoring to develop local indigenous talent for their engineering and management activities
  23. 23. Coaching relationships 23 ⚫Coaching is about developing a person’s skills and knowledge as manager helps the employees to motivate and give feedback ⚫Coaching is thought as what managers do to get the best out of their people ⚫At NASA, project managers can be excellent sources of coaching, as can team members and other colleagues ⚫Johnson Cornell University provides the Marketing Executive One-on-One Coaching Program
  24. 24. The six steps of development planning process 24 ⚫ Identifying a development needs. ⚫ Choosing a development goal. ⚫ Identifying the actions that need to be taken by the employee and the organization to achieve the goal. ⚫ Determining how progress toward goal attainment will be measure. ⚫ Investing time and energy to achieve the goal ⚫ Establishing a timetable for development
  25. 25. Responsibilities in the Development Planning Process: (1 of 2) Development Planning Process Employee Responsibility Company Responsibility Opportunity How do I need to improve? Assessment information to identify strengths, weaknesses, interests, and values Motivation Am I willing to invest the time and energy to develop? Company assists in identifying personal and company reasons for change. Manager discusses steps for dealing with barriers and challenges to development. Goal Identification How do I want to develop? Company provides development planning guide. Manager has developmental discussion with employee.
  26. 26. Responsibilities in the Development Planning Process: (2 of 2) Development Planning Process Employee Responsibility Company Responsibility Criteria How will I know I am making progress? Manager provides feedback on criteria Actions What will I do to reach my development goal? Company provides assessment, courses, job experiences, and relationships Accountability What is my timetable? How can I ask others for feedback on progress toward my goal? Managers follows up on progress toward developmental goal and helps employees set a realistic timetable for goal achievement
  27. 27. Assessment design implementation evaluation
  28. 28. Identifying a Development Needs 28 Development Needs ⚫Skill and knowledge requirements for promotion or salary advancement. ⚫Achange in performance expectations driven by changing business objectives. ⚫Goal attainment levels below expectations. ⚫Technical/functional skills or behavior competencies that are not met at full expectation. Performance Strengths ⚫Significant contributions or growth areas. ⚫New skills acquired and job- related advances. ⚫Individual or teams goals attained beyond the expected level. ⚫Exceptional performance on technical, functional skills or behavioral competences.
  29. 29. Company Strategies for Providing Development: Individualization Learner Control 29 Ongoing Support
  30. 30. Company Strategies for Providing Development 30 ⚫The most effective development strategies involves individualization, learner control, and ongoing support ⚫In this type of strategy where development efforts are directed to individual weaknesses, personality and interest inventories as well as 360-degree feedback are used to obtain information about employees’interests, values, strength and weaknesses
  31. 31. Providing Development Only for Top-Level Executives, Senior Managers, and Employees Identified as having High Potential 31 ⚫The company provide development for only the to top-level executive and senior managers. The lower-level managers are completely neglected. The total neglect of the lower-level manager does not make this type of company strategy to provide development may lose its full benefits to the company ⚫This is because the lower-level managers play a critical role in motivating and retaining employees
  32. 32. Requiring all employees to devote a specific number of hours or spend a certain amount of money on development 32 ⚫Even though this type of strategy requires employees to partake in development, it is more focused on formal courses for development ⚫In some of the companies, employees are made to shoulder certain percentage of the total cost of their development while the company bears remaining percentage of the cost ⚫Employees in African normally take this opportunity to go outside to have their masters and other programs
  33. 33. ⚫For example, Nestlé's company provides development for their employees ⚫The company helps employees better understand how to develop themselves ⚫Nestlé's views development as a shared responsibility between employees and the company. 33
  34. 34. Joint Venture ⚫ Two or more firms create a legally independent company by sharing some of their resources Example, petroleum National Bhd (PETRONAS) and Shell Malaysia have signed a heads of agreement for two 30-year production-sharing contracts (PSCs) for enhanced oil recovery (EOR) projects offshore Sarawak and Sabah. 34
  35. 35. E-learning and Employee Development 35 ⚫ E-learning  The use of the Internet and related technologies for the development, distribution and enhancement of learning resources  E-learning is Internet-enabled learning ⚫ Creating an Expertly Designed Online Education Program is one of the most cost effective and efficient things ⚫ Every dollar spent is the best investment in supporting the organizations or businesses
  36. 36. E-learning Minimizes Travel Cost 36 Studies have shown that e-learning can cut the travel and entertainment cost associated with training by at least 50%
  37. 37. E-learning Minimizes TimeAway From Work 37 Computer-based training yielded time savings of 35-45% over traditional classroom instruction
  38. 38. E-learning Processes and Systems 38 ⚫ Focus of the issue on how people communicate and learn in a electronics environment  Email  Message Books  E-Boards  Application Sharing’s  Real Time Test and Evaluation  Video andAudio Streaming
  39. 39. E-learning Technologies 39 ⚫The three main area of technology activities at present are: Content creation and management Learning management Learning activity ⚫Virtual learning environments is also used to promote systems that have characteristics of all three
  40. 40. Video: Nestlé Waters in North America – Warehouse 40
  41. 41. 41