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Employee Development

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Employee Development

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Employee Development

  1. 2. Employee Development By Jaaziel Charishma Ragland
  2. 3. What is Development? <ul><li>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 </li></ul>
  3. 4. <ul><li>TRAINING </li></ul><ul><li>Focus- Current </li></ul><ul><li>Use of work experiences – Low </li></ul><ul><li>Goal – Preparation for current JOB </li></ul><ul><li>Participation-Required </li></ul><ul><li>DEVELOPMENT </li></ul><ul><li>Focus- Future </li></ul><ul><li>Use of work experiences – High </li></ul><ul><li>Goal – Preparation for Changes </li></ul><ul><li>Participation-Voluntary </li></ul>
  4. 5. Discuss GAPS <ul><li>G- What are the employee’s Goals? </li></ul><ul><li>A- What is the employee’s view of his/her Abilities? </li></ul><ul><li>P- What are your Perceptions of the employee’s abilities? </li></ul><ul><li>S- What is the Standard for success? </li></ul>
  5. 6. Critical Development Objectives <ul><li>Identify personal top priorities </li></ul><ul><li>Align top priorities with organizational objectives </li></ul><ul><li>Determine Return on Investment (ROI) </li></ul><ul><li>Pick one or two development goals that make the most sense </li></ul>
  6. 7. Action Steps <ul><li>F ocus on critical issues first </li></ul><ul><li>I mplement something every day </li></ul><ul><li>R eflect on experiences </li></ul><ul><li>S eek feedback and support </li></ul><ul><li>T ransfer learning </li></ul>
  7. 8. (F)IRST Steps <ul><li>Focus on one or two specific goals that have both personal and organizational payoff </li></ul><ul><li>Keep development in the forefront </li></ul>
  8. 9. F(I)RST Steps <ul><li>Incorporate daily action </li></ul><ul><li>Emphasize on the-job application </li></ul><ul><li>Stretch the employee’s comfort zone </li></ul>
  9. 10. FI(R)ST Steps <ul><li>Encourage the employee to reflect on their development to assist them in learning the right lessons </li></ul><ul><li>Prompt the employee to diagnose the barriers </li></ul>
  10. 11. FIR(S)T Steps <ul><li>Identify sources and processes for getting feedback </li></ul><ul><li>Identify people who can provide support and encouragement </li></ul><ul><li>Identify how the employee will measure progress </li></ul>
  11. 12. FIRS(T) Steps <ul><li>Plans need to be flexible </li></ul><ul><li>Discuss how to adjust the plan to changing competencies </li></ul><ul><li>Discuss how the plan will be reviewed and updated </li></ul>
  12. 13. Create a Learning Environment <ul><li>Use your own insights and experiences </li></ul><ul><li>Promote active experimentation </li></ul><ul><li>Focus on learning rather than mistakes </li></ul><ul><li>Emphasize small, reasonable steps </li></ul><ul><li>Model your own commitment to development </li></ul>
  13. 14. Vary Your Role <ul><li>Work one-on -one </li></ul><ul><li>Orchestrate resources and learning opportunities </li></ul><ul><li>Enhance self-reliance </li></ul>
  14. 15. Working one –on- one <ul><li>Offer insights, observations and feedback </li></ul><ul><li>Share relevant experiences, stories and insights </li></ul><ul><li>Encourage the employee’s efforts to learn </li></ul>
  15. 16. Orchestrate Learning Opportunities <ul><li>Create meaningful challenges </li></ul><ul><li>Identify appropriate opportunities </li></ul><ul><li>Identify appropriate mentors </li></ul>
  16. 17. Enhance Self-Reliance <ul><li>Encourage learning from daily tasks </li></ul><ul><li>Allow employees to find their own solutions </li></ul>
  17. 18. Training Resources <ul><li>Discuss specific training objectives for training programs </li></ul><ul><li>Identify current and timely sources </li></ul><ul><li>Consider optimum timing for training </li></ul><ul><li>Discuss methods of application </li></ul>
  18. 19. Debriefing Sessions <ul><li>Discuss expected learning in advance of the event </li></ul><ul><li>Discuss what went well and what did not </li></ul><ul><li>Encourage open communication </li></ul><ul><li>Use open-ended questions </li></ul><ul><li>Discuss what was learned and next steps in the development plan </li></ul>
  19. 20. Be a Powerful Role Model <ul><li>Push yourself out of your comfort zone </li></ul><ul><li>Identify a coach </li></ul><ul><li>Invite feedback </li></ul><ul><li>Share what you’ve learned </li></ul><ul><li>Celebrate your achievements </li></ul>
  20. 21. Enhance the Environment <ul><li>How will you continue to reinforce the importance of development? </li></ul><ul><li>What are the barriers people mention most often? </li></ul><ul><li>What other ways can you publicly recognize and reward employees who develop themselves and others? </li></ul>
  21. 22. Approaches to employee development <ul><li>A system to retain and motivate employees by identifying and meeting their developmental needs is called development planning system </li></ul>
  22. 23. <ul><li>Formal education programs: </li></ul><ul><li>It includes short courses offered by consultants or universities, exec MBA programs and universoty programs. </li></ul><ul><li>Assessment: </li></ul><ul><li>Collecting information and providing feedback to employees about their behavior, communication, style or skill. </li></ul>
  23. 24. <ul><li>Myers Briggs type indicator; </li></ul><ul><li>A psychological test used for team building and leadership development that identifies employees preferences for energy, information gathering, decision making and lifestyle. </li></ul><ul><li>Assessment centers: </li></ul><ul><li>A process where multiple raters evaluate employee’s performance on a number of exercises </li></ul>
  24. 25. <ul><li>Benchmarks : </li></ul><ul><li>An instrument designed to measure the factors that are important to managerial success. </li></ul><ul><li>Performance appraisal: </li></ul><ul><li>The process through which an organization gets information on how well an employee is doing the job. </li></ul><ul><li>Job experiences: </li></ul><ul><li>The relationships, problems, and other features that employees face in their jobs. </li></ul>
  25. 26. <ul><li>Job enlargement: </li></ul><ul><li>Adding new challenges or responsibilities to current job. </li></ul><ul><li>Job rotation: </li></ul><ul><li>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. </li></ul><ul><li>Transfers and promotions : Also used as a developmental tool. </li></ul>
  26. 27. <ul><li>Temporary assignments with other organizations: </li></ul><ul><li>Externship : when a company allows full time operational role at another company. </li></ul><ul><li>Sabbatical : A leave of absence from the company to renew or develop skills. </li></ul>
  27. 28. <ul><li>Through Interpersonal relationship: </li></ul><ul><li>Mentoring: An experienced productive senior employee helps to develop a less experienced employee by providing career support and psychological support. </li></ul><ul><li>Coaching: A peer or manager who works with an employee to motivate, develop skills and provide reinforcement and feedback. </li></ul>
  28. 29. Career management and development planning systems: <ul><li>Self assessment </li></ul><ul><li>Reality check </li></ul><ul><li>Goal setting </li></ul><ul><li>Action planning </li></ul><ul><li>Other special issues: </li></ul><ul><li>Melting the glass ceiling </li></ul><ul><li>Succession planning </li></ul>
  29. 30. CAREER DEVELOPMENT
  30. 31. Career Development <ul><li>Career development is a lifelong process of managing progression in working and learning ( http://www.gla.ac.uk/wg/Why_Careers_en.pdf ) </li></ul><ul><li>In organizational development (or OD), the study of career development looks at: </li></ul><ul><li>-how individuals manage their careers within and between organizations </li></ul><ul><li>- how organizations structure the career progress of their member and succession planning. </li></ul>
  31. 32. Why Career development? <ul><li>Changing technology and globalisation </li></ul><ul><li>Employability of Individual </li></ul>
  32. 33. Support needed by Individuals to manage their Career development <ul><li>Support from Three forms </li></ul><ul><li>Help in developing their career management skills </li></ul><ul><li>High quality information on the opportunities open to them </li></ul><ul><li>Personal support in reviewing the options and converting information into personal action </li></ul>
  33. 34. Elements of Career Planning <ul><li>Individual assessment and need analysis </li></ul><ul><li>Organisational Assessment and Opportunity Analysis </li></ul><ul><li>Need Opportunity Alignment </li></ul><ul><li>Career Counseling </li></ul>
  34. 35. Steps and element in the Career Management Process Self Assessment Reality Check Goal Setting Action Planning
  35. 36. SELF ASSESSMENT <ul><li>Employee responsibility </li></ul><ul><li>-Identify Opportunities and needs to improve </li></ul><ul><li>Company Responsibility </li></ul><ul><li>- Provide assessment information to identify strengths, weakness, interest and values. </li></ul>
  36. 37. Reality Check <ul><li>Employee responsibility </li></ul><ul><li>-Identify what needs are realistic to develop </li></ul><ul><li>Company Responsibility </li></ul><ul><li>-Communicate performance evaluation, where employee fits in long range plans of the company, changes in industry, profession and workplace </li></ul>
  37. 38. Goal setting <ul><li>Employee responsibility </li></ul><ul><li>-Identify goal and method to determine goal progress </li></ul><ul><li>Company Responsibility </li></ul><ul><li>- Ensure that goal is specific, challenging, and attainable </li></ul><ul><li>-Commit to help employee reach the goal </li></ul>
  38. 39. Action Planning <ul><li>Employee responsibility </li></ul><ul><li>-Identify steps and timetable to reach goal. </li></ul><ul><li>Company Responsibility </li></ul><ul><li>- Identify resources employee needs to reach goal, including courses, work experiences, relationships. </li></ul>
  39. 40. Benefits Of Career Planning To An Organization <ul><li>Ensures availability of Resources for future </li></ul><ul><li>Enhances organizational ability to attract and retain talent </li></ul><ul><li>Ensures growth opportunities for all </li></ul><ul><li>Handles employee frustration </li></ul>
  40. 41. Benefits of Career Planning to An Individual <ul><li>Understand ones own strengths and weakness </li></ul><ul><li>Better knowledge of career opportunities available to him </li></ul><ul><li>Enables him to choose a career that suits his lifestyle, preferences, self-development plans, family environment, etc. </li></ul><ul><li>It provides him an opportunity to change his career plans according to his changing needs or changing environment. </li></ul>
  41. 42. THANK YOU

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