Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

How to Develop an Employee Development Plan


Published on

Jumpstart:HR is your trusted HR Outsourcing and Strategic Counseling partner. We work with your organization as a virtual and on-site service provider to solve your HR challenges, alleviate your burdens and free up your time.

Visit us at to learn more about how we can save your organization time and bring about a greater ROI on your Human Capital Management strategy.


Sign up for our newsletter and learn "What HR Can Learn from Steve Jobs.":

Published in: Technology, Business
  • If we are speaking about saving time and money this site ⇒ ⇐ is going to be the best option!! I personally used lots of times and remain highly satisfied.
    Are you sure you want to  Yes  No
    Your message goes here
  • I have always found it hard to meet the requirements of being a student. Ever since my years of high school, I really have no idea what professors are looking for to give good grades. After some google searching, I found this service ⇒ ⇐ who helped me write my research paper. The final result was amazing, and I highly recommend ⇒ ⇐ to anyone in the same mindset as me.
    Are you sure you want to  Yes  No
    Your message goes here
  • You'll notice the difference immediately when you make the switch from working with amateurs to working with professionals. I've been betting with these guys for more than three years and in that time I've made nearly £500,000! That's a life changing amount of money. If I can give you one piece of advice it's this – sign up and sign up NOW! Last time I was one of the last guys to grab a spot before Patrick closed the doors. If I hadn't gotten lucky that day I'd be half a million pounds poorer now and my life would be a hell of a lot different. ➽➽
    Are you sure you want to  Yes  No
    Your message goes here
  • I'd advise you to use this service: ⇒ ⇐ The price of your order will depend on the deadline and type of paper (e.g. bachelor, undergraduate etc). The more time you have before the deadline - the less price of the order you will have. Thus, this service offers high-quality essays at the optimal price.
    Are you sure you want to  Yes  No
    Your message goes here
  • Did you know some people make ☺☺☺
    Are you sure you want to  Yes  No
    Your message goes here

How to Develop an Employee Development Plan

  1. 1. The Importance of Employee DevelopmentApproaches, Activities, Plans and Benefits S
  2. 2. Definition: Employee DevelopmentS Employee development refers to the steps taken within a company to encourage each employees professional and personal growth.S Employees within organizations that offer employee development feel valued by their employer and produce larger amounts of quality work.S By developing the employees both professionally and personally, the organization benefits from this growth.
  3. 3. Build More Than Employee Training PlanAn employee education solution is S The best way to promoteneeded for all. They should want (whether in a business toto comprehend their organization business or business toprocess/ business procedures by consumer sales environment)knowing: S How to grow customerS The best way to run machines satisfaction and handle efficiently customer service efficientlyS The best way to purchase and also control inventories
  4. 4. Build More Than Employee Training PlanAn Employee Education S Engaging with vendors to bring in- house training for differentImprovement Commitment machines and/ operations processes on how to optimize newS Delivering on-the-job coaching and technology and processes orientation for new workers S Creating in-house training methods for cross-teaching workers; this willS Developing in-house instruction enable better depth plus better packages to deliver newer coverage within the business competencies, along with the new technologies S Sending selected personnel to industry-specific training courses and/or proficiency-distinct external education processes
  5. 5. Approaches to employee developmentS Career Planning: Having open S Coaching and Mentoring: Providing discussions with your employees about coaching and mentoring opportunities in their long term goals. the workplace can be an excellent employee development activity.S Performance Management: Make a point of regularly acknowledging good S Company Training Needs Analysis: work and providing corrective feedback Look at the skills that exist in the current for areas where improvement may be workforce and compare that to the skill needed. needed to perform the companys work today and into the future.S 360 Degree Feedback: This involves getting feedback from the employees S Individual Employee Development: manager, peers, internal customers, and Identify the gap between what others in the organization that interacts employees are able to do today and with him or her on a regular basis. what skills they need to meet the needs of the organization and to accomplish their own career goals.
  6. 6. EmployeeDevelopment PlansTheyre working documents,guiding employees to developskills and attributes they needto progress in their careers.There are generally fourareas of such a plan:preparation or assessment,development opportunities,monitoring progress andfeedback.
  7. 7. Employee Development Plans Preparation and Assessment of Skills:S During the self-assessment S What parts do you like the least? phase, both the manager and the employee should reflect upon S What are your goals for the next questions such as: year, quarter, or month?S What skills do you need to S How can the manager help you accomplish your job? achieve those goals?S How do you feel you rate on each S What activities, classes or skill? projects can you tackle to improve your job skills?S What parts of the job do you like the best?
  8. 8. Employee Development PlansS Preparation and Assessment of Skills: S Development Opportunities: Here the The employee must have a clear employee lists specific activities and understanding of where his skills are opportunities to grow in areas flagged as today. needing improvement.S Feedback: Frequent, casual feedback S Monitoring Progress: Create on job skills is essential to growth and milestones, checklists and check-in motivation. points between employee and manager. What goals can you set? What timelineS Usefulness of Development Plans: If do you agree upon? the lines of communication are kept free and open, such a plan has a greater chance of success.
  9. 9. The Managers Role in Employee DevelopmentThe managers’ role in S Allocate manager and employeeemployee development is: time for coaching and development activitiesS Helping employees identify their development needs S Communicating organization related information and helpingS Providing positive reinforcement them see how they fit in the and re-directive feedback picture The manager as coach role is robustS Setting goals and building a and time consuming considering how Development Action Plan many employees they typically manage. Let’s begin putting this together by discussing the phases of employee development.
  10. 10. Phases ofDevelopmentThere are two phases ofemployee development:• New employee in their first 90 days• The employee that is 90 days plus.The managers role in employeedevelopment is to identify thephase in which the employee fallsso you are focusing on the rightdevelopment activities.
  11. 11. Phases of Development First 90 Days 90 Days PlusS For the employee new to role, and S You as a manager have a relationship defined as first 90 days, focusing on with them and you have identified reinforcing what the individual learned their strengths and opportunities, you in training. know their skill and will. S You are ready to determine theirS Action plans and manager activities performance and potential and bucket are designed to monitor adherence them in the four categories of: and understanding of company S Poor Performer policies and procedures. S Under AchieverS Development time is spent watching S Solid performer the employee work and providing real- S and Star Performer time feedback, re-training maybe necessary.
  12. 12. Allocating Time in Employee DevelopmentS The Stars have high potential and performance and do not typically have any will based issues.S The Under Achievers needs more coaching and development in the skill area, these folks, with coaching and development, can lead to a The Stars gain in productivity.S The Solid Performers have high performance and have about reached their potential, Solid employee development here should concentrate Performers on motivation and incremental improvement.S The Poor Performers. They have received all Under Poor the coaching and feedback needed to increase Achievers Performers their skill set and behaviors and is somewhat limited to skill development.
  13. 13. Tools for Managers to Use in Employee DevelopmentS Management by Walking around S Formal development can utilize a (MBWA) is highly effective for informal Development Action Plan. Action development. This allows the plans are used for individuals with managers to identify skills being used development opportunities and for and allows the opportunity to provide employees doing well but still needing positive feedback on the spot. skill growth.S MBWA also gives the manager an S In either situation, a plan can and opportunity to identify skills not being should utilize peer coaching, learning used so the manager can provide opportunities, delegation, and for the immediate re-directional feedback and employee being prepared for the next give the employee an opportunity to level, exposure to senior leaders. use the feedback immediately so the manager can see the skill being used.
  14. 14. Examples of an Employee Development Plan S If a company wants to attract and retain the best people, it needs to invest in employee growth and development. S Progress is a result of an organization that fosters learning and constant improvement. S Additional training is beneficial to the employee and the company, whether it is in- house training or a seminar brought inside from outside expert resources. S Further, promotion from within is fostered, and it demonstrates the companys faith in the abilities of the employee.
  15. 15. Examples of an Employee Development PlanS Performance-Based Employee Development Plan: Uses the annual performance appraisal to review previous accomplishments, capabilities and establish goals for the next year.S These goals can be solely work-related such as increasing productivity, or the goals could be designed to improve the employee skills or education and to challenge him for the next step in his career.
  16. 16. Examples of an Employee Development PlanS Management By Objectives Employee Development Plan: called MBOs--are very structured plans that identify objectives, steps to achieve the objectives, measure progress at select intervals and note completion of intermediate achievements.S MBOs also contain detailed information about other employees’ talents that are necessary for completing the objectives.S MBOs provide the type of format and structure necessary to track individual and team efforts.
  17. 17. Examples of an Employee Development PlanS Succession Planning Employee Development Plan: In organizations where there is a tenure track or partnership track, it is common to structure an employee development plan that is based on the upwardly mobile progressS This is also considered an on-the-job or job shadowing employee development plan, which is very effective in helping employees learn by participation. Employees capture and document their contributions to the company, verified by their supervisors
  18. 18. Examples of Employee Development ActivitiesS One obvious example is various kinds of training.S Other developmental programs offer employees resources that they can use on their own to further their careers.S Offering employee development activities create a more versatile and prepared workforce to help move your company forward.
  19. 19. Examples of Employee Development ActivitiesS Succession Training: Succession S It prevents the company from training is when a company having to look outside the identifies employees with organization for management managerial or executive skills and talent. works with the employees to develop those skills. S The company can develop a program that sustains the corporateS When a company creates a culture and makes sure the core succession training program, there values of the company are are always new managers being maintained when new managers developed who someday will guide take over. the companys future.
  20. 20. Examples of EmployeeDevelopment Activities S Off-Site Training: Training seminars or classes offered outside your company that are pertinent to staff development can help your employees hear ideas from an objective third-party trainer. S Helping to spur new ideas and help your company come up with creative solutions to ongoing issues.
  21. 21. Examples of Employee Development ActivitiesS Supervisor Contact: Strengthening the working bond between employees and supervisors not only improves productivity, but it also creates an on-the-job training environment.S Career Paths: Training is an essential part of employee development, but without a career path your employees do not have a plan for advancement within the company.
  22. 22. Stages of Employee Development - Looking Ahead to What Comes NextS Exploration: The exploration stage is defined by routine, guided work where the employee gets help and is allowed to take initiative as he is able to do so.S During this stage, the employee develops a self image and learns what he can excel at doing.
  23. 23. Stages of Employee Development - Looking Ahead to What Comes NextS Establishment: The establishment stage is defined by independent specialization where the employee has mastered certain specialties and has become significantly more productive.S This is the stage where the employee can take on important organizational responsibilities.
  24. 24. Stages of EmployeeDevelopment - Looking Ahead to What Comes Next S Mid Career: The mid career stage is where the employee can guide others. S The employee knows the requirements and goals clearly and can develop and mentor others. S Mentoring is gratifying to most employees as they feel that they are now able to contribute to the organization through the contributions of others.
  25. 25. Stages of Employee Development - Looking Ahead to What Comes NextS The final stage is disengagement: The career turns to organizational direction and decision making.S The manager is looking ahead to retirement and accepts new roles. With a long view of the future, the employee and his manager can effectively plan for future development events in his career.
  26. 26. Stages of Employee Development - Looking Ahead to What Comes NextS The Role of the Supervisor: S He allots time and money for Coaching the employee is the employee development. ongoing role of the supervisor. S He also finds opportunity forS He provides positive comment and application of new learning, which is corrective feedback. the heart of employee development.S He gives his advice, information and S The supervisor allows for the insight on the organization. employee learning curve. Career coaching is another facet of employeeS He imparts good planning by teaching supervision. the discipline of goal setting and checking progress.
  27. 27. Stages of Employee Development - Looking Ahead to What Comes NextS The Role of the Employee: The S Goal setting and attendant planning savvy employee seeks out a variety operations should be a part of his of assignments, and he is willing to development. tackle tough problems. S He should be called upon to conduct meetings and make specialS He will be in a position to coach presentations of his findings. others who could benefit from his particular set of knowledge and S On occasion he will be called upon skills. to participate on a large scale committee including networkingS He should be willing to take on with others who are working to varied assignments that offer meet company goals. different challenges and learning experiences.
  28. 28. Employee Development Training ProcessS Create an Effective Employee S Examine the Needs: A good Development Training Process: training program not only orients There are many valid reasons for new employees and familiarizes a company to spend time and them with the business model. It money on training and guides and educates them at developing its employees. every level on the career ladder.S Company Vision: Whatever your S Develop a Training Manual: mission and vision, translate that Develop a detailed training to your employees during the manual for the entire company training process. Understanding detailing the companys visions, the vision helps the employee goals and benefits. embrace it and make it her own.
  29. 29. Employee Development Training ProcessS Method of Delivery: The method S Online Courses: It is a cost- of delivery will vary depending effective way of implementing an your company finances, employee development program, employee needs and availability and it can cover wide subject of resources. Choose the areas. appropriate delivery method. S Employee Certification: MostS Weekly Meetings: At each level, industries have employee employees should have weekly development and training meetings their direct supervisor, associations that hold certification focusing on setting training yearly, best for salaried developmental goals and or management level employees. ensuring that employees meet these goals.
  30. 30. Employee Development Training ProcessOther Ideas for Implementing S Companies who have "at home"Training employees can use virtual meeting software like "gotomeeting," to offerS Role-playing for service employees full-scale presentations online can be a very effective method of training. S Always Get Employee Feedback: Always get your employees writtenS Test employee development by and oral feedback. If conducting surprised test calls or possible, implement suggestions surprise visits from a supervisor or and changes. manager.S Seminars are a good training method for upper level management because they can be expensive and go for several days. One-day seminars are good for
  31. 31. Benefits of Implementing aSuccessful Onboarding Program for new hiresS A successful on boarding program allows new employees to transition from new hire to employee by teaching them everything they need to know to succeed in their position at your organization.S In today’s workplace, your on boarding program needs to reflect the young professionals you’re hiring—If you implement an on boarding program that utilizes technology, interactivity and independent learning, your young professionals surely will flourish.
  32. 32. Benefits of Implementing aSuccessful Onboarding Program for new hiresS Increased productivity: Let your new S Better understanding of the hires hit the ground running by properly organization: Although many Millennial preparing them for their position from the realize they should know everything start. It’s been said that new hires who about your organization before the start off at your organization with little interview, it’s hard to understand the traction and understanding have a hard culture and corporate structure until they time coming back from it. They’ll likely are assimilated into it. leave or end up much more unproductive than you would like S Higher retention rates: With more productive and engaged employees,S More engaged new hires: Giving Gen Y you’ll likely have higher retention rates employees the tools and knowledge for your young professionals. Those new early on to succeed creates more hires that tend to ‘job hop’ might be engaged and eager employees all leaving because they haven’t been around. successfully on boarded into your organization.
  33. 33. Benefits of Implementing aSuccessful Onboarding Program for New HiresS Less errors or mistakes: Gen Y learns quickly because they grew up in a fast- paced, technology-driven world. When you give them the tools and knowledge to succeed, they will feel comfortable in their tasks and complete them with less error than if they didn’t receive proper training.S Provides a clear path for young professionals: Millennials wanted to know how they can grow and move up in an organization. With a comprehensive on boarding program, you can show them the path they can take to do just that if they stick around with you.