employee devlopment - a key priority

7/29/2019 Employee Devlopment - A Key Priority.

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EMPLOYEE

DEVELOPMENT TAKESON


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In 2013, employers need to lay more emphasis on

employee development than ever before

Employee development is one of the highly-

prioritised aims for organizations.Employees make up for the most vital assets of an

organisation and their satisfaction as well as

engagement are essential for high productivity.

a wholesome growth, both in a professional's career

and personality.


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Let us explore how companies are

planning the same in 2013. Kamal Karanth, MD, Kelly Services India says

Although employee training and employee development

are similar in the methods used to foster learning, their

time-frames differ. Training is more present-day oriented; its focus is on

individuals' current jobs, thus enhancing those specific

skills and abilities to immediately perform their jobs.

Employee development, generally focuses on future jobs inthe organization. As your job and career progress, new

skills and abilities will be required. As you are groomed for

positions of greater responsibility, employee development

efforts can help prepare you for that day."


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Rajesh Rai, director- HR, Expedia India, tells us

"Business challenges have been growing multi-fold and today,

the office environment offers a myriad set of unique and

complex challenges due to the fluctuation in the economy. there is more emphasis on adding business value to get the

requisite return on investments.

To prepare employees for these challenges, proactive

development is the key and hence, its increased importancetoday is gaining a lot of prominence


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Meenal Sinha, country head - India, Imperial Servcorp says "It cannot only mean sending employees for workshops and

seminars it's not a responsibility that can be simplyoutsourced'. Grooming people for enhanced responsibilities

and the next-level has to become a culture-inherent process.

A senior manager's KRA must include team training and

development, not only in structured environments, but also

on an ongoing day-to-day basis. This needs to be coupled withthe freedom to explore new areas and some latitude to make

decisions, with the assurance that learning mistakes' aretolerated.


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Kamal Meattle, CEO, Paharpur Business Centre & SoftwareTechnology Incubator Park, tells us

"Encouraging employees to acquire new or advanced skills and

knowledge by providing them with training facilities and avenues

where such new ideas can be applied can be very beneficial for

engagement.

Training programmes allow employees to interact with one

another, discuss ideas and learn more about a given topic, which

encourages active participation on-the-job outside of the training

environment as well. Their increased productivity leads to financial gains and better

retention."


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What Is Employee Development?

a joint, on going effort on the part of an employee and theorganization

upgrade the employee's knowledge, skills, and abilities.

balance between an individual's career needs and goals and the

organization's need to get work done.

positive contributions to organizational performance.

A more highly-skilled workforce can accomplish more as

employees gain in experience and knowledge.


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Why Should Employee Skills and Abilities Be

Developed?A more highly skilled workforce can accomplish more

as the individuals gain in experience and knowledge.

In addition, retaining an employee saves theorganization a great deal of money.

One method of retention is to provide opportunities to

develop new skills.

In research conducted to assess what retained

employees, development was one of the top three

retention items.


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Employee development is a necessary

component of a companys efforts to:

Improve quality

Retain key employees

Meet the challenges of global competitionand social change.

Incorporate technological advances and

changes in work design.


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Comparison Between Training and

Development.


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Approaches to Employee Development

Formal Education

Assessment

Job Experiences

Interpersonal

Relationships


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Formal Education

Formal educationprograms include:

off-site and on-site programs

designed specifically for the

companys employees short courses offered by

consultants or universities

executive MBA programs

university programs in which

participants actually live at the

university while taking classes


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Assessment

Assessment involves collecting information and providingfeedback to employees about their behavior, communicationstyle, or skills.

Used most frequently to:

identify employees with managerial potential

measure current managers strengths andweaknesses

identify managers with potential to move into

higher-level executive positionsWork with teams to identify members strengths

and weaknesses, and factors that inhibitproductivity


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Job Experiences

Job experiences refer to relationships, problems, demands,tasks, or other features that employees face in their jobs.

Most employee development occurs through job experiences.

A major assumption is that development is most likely to occur

when there is a mismatch between the employees skills and

past experiences and the skills required for the job.


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How Job Experiences are Used for Employee

Development

Enlargement of

Current

Job

Experiences

Promotion

Job Rotation(Lateral Move)

Transfer(Lateral Move)

Downward

Move

TemporaryAssignment

withAnother

Organization

Externship


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Interpersonal Relationships

Employees can also develop skills and increase their knowledge

about the company and its customers by interacting with a more

experienced organizational member.

Two types of interpersonal relationships used to develop

employees:

Mentoring

Coaching


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There are a few basic roles for a supervisor

in developing employees. Coaching employees to help them determine what they need for

development

Providing both positive and corrective feedback

Offering organizational insight, information, and advice.

Guiding the planning through goal setting and checking back

over time

Allotting time and money for development experiences.

Ensuring opportunities for applications of new learning.


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Some things the employee should have and

consider when beginning work towards

development:Specific goals; identify goals for new skills and look

for ways to meet those goals

Energy to make the development possibleA variety of work assignments

Asking for feedback

Opportunities to coach others and finding good

coaches for him or herself

Developmental relationships that provide a variety

of learning


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employee devlopment - a key priority

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