This document discusses employee development and provides guidance on creating an effective employee development plan. It outlines four stages of employee development based on their experience level and needs. The stages are exploration and trial, establishment and advancement, mid-career growth and maintenance, and disengagement. A sample development plan template is also included, which identifies objectives, skills to develop, an action plan, potential barriers and success measures. The document promotes using a 70/20/10 model for development, with 70% from experience, 20% from relationships, and 10% from education. Managers are encouraged to help create learning opportunities for their employees using this model.
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
Establishing meaningful, challenging goals is an essential skill for any manager. Research shows that such goals motivate employees and improve performance. At this practical, hands-on session, you’ll learn how to develop and articulate goals that set you and your employees up for success. By the end of the session, you’ll come away with a working draft of a set of goals for one of your employees, which you’ll be able to use as a model for writing goals for the rest of your team.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
What is the difference between coaching and mentoring?The Pathway Group
The difference between Coaching and Mentoring, Table 1: Differences between Mentoring and Coaching
Mentoring, difference between coaching and mentoring in difference between coaching and mentoring with examples
difference between coaching and mentoring and training
difference between coaching and mentoring ppt, coaching training providers in birmingham uk
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Employee development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge, skills, and abilities. Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done.
Employee development programs make positive contributions to organizational performance. A more highly-skilled workforce can accomplish more and a supervisor's group can accomplish more as employees gain in experience and knowledge.
Today’s training session focuses on the importance of setting goals to guide and develop employee performance. We’ll examine the criteria for effective performance goals and cover the steps in the goal-setting and review process.
The information you learn in this session can help you strengthen the performance appraisal process as well as supervise and motivate your employees more successfully.
Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Our Eight Tips Revealed: Employee Development Program Best PracticesChronus
It's time to show your employees some love! We've got eight tips to guide you through the development and execution process for creating an effective employee development career program.
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
Introduction to Performance Management - Meaning, Process, Need, Difference between Performance Appraisal and Performance Management, Components of Performance Management System
What is the difference between coaching and mentoring?The Pathway Group
The difference between Coaching and Mentoring, Table 1: Differences between Mentoring and Coaching
Mentoring, difference between coaching and mentoring in difference between coaching and mentoring with examples
difference between coaching and mentoring and training
difference between coaching and mentoring ppt, coaching training providers in birmingham uk
This ppt is for all those who have interest in Performance management. Let it be employee or employer.
Every employee waits whole year in dreams of getting of good appraisal next year . He should be well prepared for it in advance.
Similarly people how are in HR department or Management should be also very much prepared to face question, and answer the query without any ego or attitude in benefit of organization.
Employee development is a joint, on-going effort on the part of an employee and the organization for which he or she works to upgrade the employee's knowledge, skills, and abilities. Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done.
Employee development programs make positive contributions to organizational performance. A more highly-skilled workforce can accomplish more and a supervisor's group can accomplish more as employees gain in experience and knowledge.
Today’s training session focuses on the importance of setting goals to guide and develop employee performance. We’ll examine the criteria for effective performance goals and cover the steps in the goal-setting and review process.
The information you learn in this session can help you strengthen the performance appraisal process as well as supervise and motivate your employees more successfully.
Presenting this set of slides with name - Succession Management Powerpoint Presentation Slides. This complete presentation has a set of thirty slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Succession Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs
Performance review training for managersHelen Joseph
Great managers aren’t born; they’re made. Many new managers need help communicating effectively with employees, giving feedback and taking on a leadership role.
Performance management training always focuses on teaching managers how to accomplish or facilitate work through others, and how to direct and develop their employees.
Our Eight Tips Revealed: Employee Development Program Best PracticesChronus
It's time to show your employees some love! We've got eight tips to guide you through the development and execution process for creating an effective employee development career program.
Chronus is the leading provider of mentoring and talent development software. Leveraging the power of learning through others, Chronus creates experiences that drive employee career and leadership development, new hire onboarding, student mentoring, and more. Chronus' mentoring, coaching, and onboarding solutions are used by organizations worldwide.
Vorlage, um Personalentwicklung im Unternehmen vorzustellen und in den Grundzügen zu erläutern. Stammt aus dem Buch "Ratgeber zur Personalentwicklung aus dem PRAXIUM Verlag.
ISBN: 3952295817
How to Use Internal Assessments to Improve Employee Development | Webinar 02....BizLibrary
What gets measure gets measured said the great Peter Drucker.
Join Guest Presenter, BizLibrary Client, and HR Leader, Mary Coursey for an hour long case study on using internal assessments to improve and measure employee development. Mary will provide easy to follow steps on how to create internal assessments, a manager certification program, and a result-focused measurement plan.
It’s a webinar you don’t want to miss! You’ll take-away great resources and tools you can use to improve your employee learning and development program.
www.bizlibrary.com
Effiziente Personalentwicklung - mit einfachen Maßnahmen unternehmerischen Er...SkillCert Software GmbH
Vor welchen Herausforderungen stehen Unternehmen heute? Wie können Unternehmen mit Hilfe von Skill- und Kompetenzmanagement effizientes und erfolgreiches Personalmanagement betreiben?
Performance Management & Employee Development {Lecture Notes}FellowBuddy.com
FellowBuddy.com is an innovative platform that brings students together to share notes, exam papers, study guides, project reports and presentation for upcoming exams.
We connect Students who have an understanding of course material with Students who need help.
Benefits:-
# Students can catch up on notes they missed because of an absence.
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Our Vision & Mission – Simplifying Students Life
Our Belief – “The great breakthrough in your life comes when you realize it, that you can learn anything you need to learn; to accomplish any goal that you have set for yourself. This means there are no limits on what you can be, have or do.”
Like Us - https://www.facebook.com/FellowBuddycom
Web de Cologne e.V.: HR Studie zu "Was macht Arbeitgeber sexy" (Mai 2014)Web de Cologne e.V.
Umfrage im Rahmen der INTERACTIVE COLOGNE 2014 mit 90 Teilnehmern/Innen. Realisiert durch das IPA Institut für Personalentwicklung und Arbeitsorganisation, Köln, in Zusammenarbeit mit der HR Fachgruppe von Web de Cologne e.V. im Mai 2014.
Bericht dazu auf der Web de Cologne Webseite unter: http://webdecologne.de/aktuelles/studie-zu-employer-branding-macht-einen-arbeitgeber-sexy/.
The real purpose of any career plan should be to improve the skills of the person owning it, to discover his/her strong points, to find out the things they need help with and eventually becoming a better professional and a more self-assured individual. Then, we should start looking for a Personal Development Plan instead.
Coaching Skills for Your Managers and Leaders - Webinar 10.21.14BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma.
www.bizlibrary.com/webinars
Corporate Responsibility beim FC St. Pauli - Maßnahmen statt HochglanzbroschürenKa Tha
Vortrag von Michael Meeske (Geschäftsführer des FC St. Pauli) beim 12. internationalen Hamburger Symposium Sport und Ökonomie am 31.05. und 01.06. 2012
Presentation slides by Jay Letourneau, as presented at the TICE 2023 session. Made possible by support from AXIOM Learning Solutions. Video of this session is available at https://axiomlearningsolutions.com/tice
Professional Development (PD) is quite simply a means of supporting people in the workplace to understand more about the environment in which they work, the job they do and how to do it better. It is an ongoing process throughout our working lives.
PD opportunities provide a means whereby we can keep in sync the changes, broaden our skills and be more effective in our work.
This PowerPoint presentation, titled "HR for Non HR: Learning & Development (L&D)," is designed to provide non-HR professionals with an understanding of the significance and components of L&D in the workplace. The deck covers topics such as the importance of acquiring new skills, the ongoing process of enhancing individual and organizational performance, and key facts highlighting the value of L&D. It also delves into the components of learning and development, including learning, development, training, and education. The presentation emphasizes the need for organizations to prioritize L&D to foster a culture of continuous learning, innovation, and adaptability.
IPDC Training - Leadership Essential Coaching for Greater Effectiveness and P...IPDC Training Institute
IPDC has been facilitating a considerably numbers of public trainings and in-house training programs in Performance Management and Appraisal Skills for the last 15 years
DEVELOPING LEADERS IN YOUR ORGANIZATION - STARTING THEM OFF RIGHTHuman Capital Media
Do all leaders need the same things? In this webinar, we will explore the importance of competency alignment to different levels of leadership, focusing on developing new leaders for long-term career growth. This includes a discussion around whether each level of leader should receive the same leader competencies, and if not, how should they vary. Once leadership competencies are agreed upon in the organization, it is essential to find an effective leadership program that complements those competencies and your business objectives. This webinar will help you develop an action plan for choosing the most effective leadership program that’s right for your organization.
Attendees will learn:
Which competencies are the most valuable for your new leaders
How to effectively instill those competencies in your new leaders
How to select the right leadership program for your organization
This session explores how professional services staff at all stages of their career can access and benefit from the AUA’s CPD Framework. You will experience using the framework for self-assessment and develop a greater understanding of ways in which the framework can be applied to your own situation, as well as practical tips on how you can use the framework for planning and achieving your personal and professional development goals.
Sales Mentor A Training Book With The Exclusive Content.harsh157217
Introduction:
In the fast-paced world of sales, success often hinges on the guidance and mentorship one receives. Whether you're a seasoned sales professional or just stepping into the field, the right mentorship can make all the difference. "Sales Mentor: A Training Book With Exclusive Content" is a comprehensive guide designed to equip you with the skills, strategies, and mindset needed to excel in sales. This book goes beyond the basics, offering exclusive insights and techniques from seasoned sales mentors to help you reach new heights of success.
Chapter 1: Understanding the Sales Landscape
Before diving into the specifics of sales techniques and strategies, it's crucial to have a solid understanding of the sales landscape. This chapter provides an overview of the modern sales environment, including market trends, customer behavior, and emerging technologies. By grasping the broader context of sales, you'll be better equipped to navigate its complexities and adapt to changes effectively.
Chapter 2: The Role of Mentorship in Sales Success
Mentorship plays a pivotal role in the development of sales professionals. In this chapter, we explore the significance of mentorship and how it can accelerate your growth and success in sales. Drawing on insights from experienced mentors, we delve into the qualities of effective mentors and how to cultivate meaningful mentor-mentee relationships. Additionally, we discuss the benefits of both formal and informal mentorship and how to leverage them to your advantage.
Chapter 3: Building a Growth Mindset
A growth mindset is essential for success in sales, as it empowers individuals to embrace challenges, learn from setbacks, and continuously improve. This chapter focuses on cultivating a growth mindset and overcoming common barriers such as fear of failure and self-limiting beliefs. Through practical exercises and real-life examples, you'll learn how to adopt a mindset of resilience, curiosity, and adaptability, enabling you to thrive in the dynamic world of sales.
Chapter 4: Mastering Sales Fundamentals
Effective salesmanship relies on a solid foundation of fundamental skills and techniques. This chapter covers essential sales concepts such as prospecting, qualifying leads, delivering persuasive presentations, and handling objections. From cold calling to closing deals, you'll gain valuable insights and strategies to enhance your sales effectiveness and drive results.
Chapter 5: Leveraging Technology for Sales Success
In today's digital age, technology plays a pivotal role in sales enablement and productivity. This chapter explores the latest tools, platforms, and technologies reshaping the sales landscape. From customer relationship management (CRM) systems to sales automation software, you'll discover how to leverage technology to streamline your workflow, personalize customer interactions, and gain a competitive edge in the marketplace.
Chapter 6: The Art of Relationship Building
Sales is fund
2. Employee Development
Why Develop Your Employees?
• They are one of the Company’s most
critical assets. Employees drive
organization performance and
success.
• Feedback & coaching in development
discussions help employees improve
their competencies and performance.
• Employees are more motivated and
engaged.
• Build and retain a pipeline of the next
generation of leaders.
4. Stages of Employee Development
Question
• ??
Stage Characteristics Needs Tasks
Exploration and Trial/
Orientation
* New to role or organization
*Unfamiliar with processes,
tools, culture, people
*Acclimatize to new role or
organization
*Need more guidance,
information, coaching.
*Develop capabilities required for role
*Acquire confidence
*Establish relationships
Establishment and
Advancement
*Has own area of responsibility
*Works independently
*Demonstrates skills,
competencies & confidence
*Independence and
specialization
*Establish strong credibility and
recognition in profession
*More empowerment
*Produce significant results
*Exploration & networking
*Assessment of skills &
competencies for new/ additional
responsibilities
*Develop stronger change
management skills
Mid Career : Growth,
Maintenance
*Responsible for guiding others
*Use breadth of technical /
expert knowledge to support
organization
*Focus on developing others
*Achieve results through others
*Leverage own expertise to develop
team members
*Serve as mentor & coach
Disengagement *Usually proficient in current role
and is bored, or not performing
due to lack of job fit
*Change in life or career
priorities
*Look for alternative career
path/role
* Prepare for transition
*Seek alternative options based on
life’s priorities
5. SAMPLE DEVELOPMENT PLAN
“What” specifically do you want to develop? (Describe your objective in more detail)
Which HP Leadership Standard does this objective focus on?
SKILLS:
Which specific skills or
competencies will be developed
through the pursuit of this objective?
ACTION PLAN:
Identify actionable steps to achieve
goals (critical factor for making the
objective achievable).
BARRIERS:
Identify potential challenges or
barriers to achieve the objectives.
SUCCESS MEASURES:
What are the expected outcomes for
your development upon achievement
of objective?
Elaborate on the skills gap
identified and what aspects of
it do you want to pursue?
Example:
Developing my influencing
skills:
1. Would like to be more
assertive when discussing
interest -divergent issues
2. Broaden my perspectives
and try to understand other
party’s views
Consider the 70/20/10
learning guide and include
mix of development platforms
– Experience, Relationship &
Education
Example:
• Approach XXX to coach me
on my influencing skills and
provide me with regular
feedback
• Attend training on
Influencing Skills
a) Outline the challenges
faced
b) Highlight the support or
resources required from
manager / organization to
close the gaps
Example:
Challenges – Lacks of
corporate perspective when
dealing with channel partners
Support – Liaison and
network with other BU to
understand their strategy and
value proposition
Define what success looks like if
you successfully closed the
gaps
Example:
• Build trust and achieve win-
win solutions when negotiating
and influencing distributors on
the pricing strategy
• Demonstrated willingness by
channel partners to accept
and pilot test sale of premium
products
Target Completion Date:
Review with your manager to assess if the timeline is realistic and achievable
6. CREATING LEARNING OPPORTUNITIES
10% - Education:
Knowledge acquired
through learning and
formal education
• Formal training: attending a class in person or
virtually
• eLearning: self-paced classes
• Reading: reading books, articles and journals is an
inexpensive way of gaining knowledge and/or
keeping current in your matter of expertise
70% - Experience:
Active participation in event
or activities leading to the
accumulation of knowledge
or development of skill
•Improve or develop a specific process: offer to
review an existing process or recommend
improvements
•Projects: initiate or recommend projects that
contribute to success
•Benchmarking: learn from best practices through
benchmarking
•Customer visits: take an opportunity to visit a
customer site and learn from them what is important
20% - Relationships:
Connection with people to
increase your knowledge
or build a specific skill
• Coaching: provides a development focus for new
competencies and learning through insights and
self-awareness
• Mentoring: a relationship with a role model
• Communities of Practice: networks to gain
information, insights, experiences and tools about a
topic of common interest
As a manager, you can help create some of these learning opportunities for your employees.
Your Role as A Manager - 70/20/10 Model