Employee Development Means Development Of Organisation
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.
Characteristics
Needs
Tasks
Exploration and Trial
Work with regular guidance
Work is routine, detailed
Learn to ask for help
Learn to take initiative
Develop self-image in the job
Becomes a " "
Establishment and Advancement
Has own area of responsibility
Work independently
Independence and specialization
Build a reputation
Learn to work independently
Produce significant results
Accept organizational realities
Learn how to cope
Deal with change or lack of it
Learn how to get ahead
Mid Career: Growth, Maintenance, Decline
Responsible for guiding others
Use great breadth of technical skill to support organization
Feel disappointment if goals are not achieved
Learn to help others
Develop others through knowledge
Serve as mentor
Disengagement
Use experience to provide direction for the organization
Influence decisions
Prepare psychologically for retirement
Learn to accept a different role
Learn to let go
Achieve balance in life
The above are the stages of employee development:
There are a few basic roles for a supervisor in developing employees. They include:[/i][/b][/i][/b]
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
Some things the employee should have and consider when beginning work towards development:[/i][/b][/i][/b]
Specific goals; identify goals for new skills and look for ways to meet those goals
Energy to make the development possible
A 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
The employee should think through what they want to be different as a result of the development efforts, and how those changes will be measured.
Successful employee development depends upon conversations held in an atmosphere of trust and collaboration. [/i][/b][/i][/b]
To engender such an environment:
Find a private, comfortable spot for the discussions
Allow plenty of time - a rushed sense will not help build rapport
Make sure you listen as you establish a two-way conversation
Ensure that any goals set are clear and attainable
Outline the next steps and responsibilities for each step
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.
Characteristics
Needs
Tasks
Exploration and Trial
Work with regular guidance
Work is routine, detailed
Learn to ask for help
Learn to take initiative
Develop self-image in the job
Becomes a " "
Establishment and Advancement
Has own area of responsibility
Work independently
Independence and specialization
Build a reputation
Learn to work independently
Produce significant results
Accept organizational realities
Learn how to cope
Deal with change or lack of it
Learn how to get ahead
Mid Career: Growth, Maintenance, Decline
Responsible for guiding others
Use great breadth of technical skill to support organization
Feel disappointment if goals are not achieved
Learn to help others
Develop others through knowledge
Serve as mentor
Disengagement
Use experience to provide direction for the organization
Influence decisions
Prepare psychologically for retirement
Learn to accept a different role
Learn to let go
Achieve balance in life
The above are the stages of employee development:
There are a few basic roles for a supervisor in developing employees. They include:[/i][/b][/i][/b]
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
Some things the employee should have and consider when beginning work towards development:[/i][/b][/i][/b]
Specific goals; identify goals for new skills and look for ways to meet those goals
Energy to make the development possible
A 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
The employee should think through what they want to be different as a result of the development efforts, and how those changes will be measured.
Successful employee development depends upon conversations held in an atmosphere of trust and collaboration. [/i][/b][/i][/b]
To engender such an environment:
Find a private, comfortable spot for the discussions
Allow plenty of time - a rushed sense will not help build rapport
Make sure you listen as you establish a two-way conversation
Ensure that any goals set are clear and attainable
Outline the next steps and responsibilities for each step