This document covers several topics related to employee development including getting work done through others, prioritizing and assigning work, best practices for prioritizing work, assessment and evaluation, performance management, succession planning and career pathing, incentives and employee benefits, and building peer networks. It provides information on challenges of getting work done, prioritizing tasks based on importance, types of evaluations, defining performance management, aligning succession planning and career pathing, and using peer networks to share information and solutions.

1. MODULE 2
Employee Development
1

2. Getting Work Done Through
Others
“Management is an art of getting things
done through and with the people in formally
organized groups.
It is an art of creating an environment in
which people can perform and individuals
and can co-operate towards the attainment
of group goals”.

3. Challenges of getting work done
1. Lack of communication:
2. Staying Engaged and Motivated:
3. Dealing with Change:
4.Training methods that don't meet
workforce needs
5. Project management and organization

4. Prioritization and Assigning
Work
Prioritizing includes deciding what order
tasks should be completed based on their
importance.
This strategy may help you organize your
time more efficiently.
This helps you learn how to complete
important tasks first, meet deadlines and
have more time to finish larger tasks.
Prioritising and assigning work is a
challenge for project teams across many
industries.

5. Best Practices
Effective prioritization is as much an art as a science.
Here are some best practices for prioritizing work for
your project team.
1. Make the Project Schedule Visible to Everyone
2. Manage Your Team for the Long and Short Game
3. Know Your Business
4. Give Project Tasks a Finish Date
5. Add Buffers: Account for Uncertainty in Your
Schedule
6. Evaluate value importance
7. Draw the Line between Urgent and Important Tasks

10. Assessment and Evaluation
Assessment is defined as a process of
appraising something or someone, i.e. the
act of gauging the quality, value or
importance.
As against, evaluation focuses on making
a judgment about values, numbers or
performance of someone or something.
Assessment is made to identify the level
of performance of an individual, whereas
evaluation is performed to determine the
degree to which goals are attained.

12. The assessment process includes the
following:
• Setting goals
• Collecting qualitative and quantitative
information
• Using the information to improve
quality.
There are 3 different types of evaluations.
• Summative evaluation – A summative
evaluation is carried out towards the end
of a predetermined period.
• Interim evaluation – The intermediate
evaluation becomes a continuous
process during which a person is given
regular feedback to improve.
• Alternate evaluation – Alternative
evaluation is carried out to determine how
a person can implement the knowledge
acquired during a learning process.

15. PERFORMANCE
MANAGEMENT
Definition:
➤Performance Management can
be defined as a strategic and
integrated approach to
sustained success to
organizations by improving the
performance of the people who
work in them and by developing
the capabilities of teams and
individual contributors.

19. Succession planning and career
pathing are often thought as two
separate processes that serve
different purposes. However, when
aligned, both employees and the
company can benefit from the goals
of each.
Career and Succession Planning

21. Incentives and employee Benefits

27. Building Peer Networks
In simple terms, peer networks exist to
get the best information about a topic
into the hands of staff who are
responsible for implementing in their
community. By coming together with
their peers, network members can find
ways to advance their priorities by
replicating what has already been
done, adapt solutions for their context
and collaborate for amplified impact.