Post on 13-Jul-2020
Introduction to
Human Resource
Management
Class 13
Class Overview
Contrary to popular belief, there is a
difference between employee training and
employee development. This class, we will
be discussing the benefits of developing
careers, as well as organizational strategies
for employee development.
Employee Training vs. Employee
Development
There are differences between employee training
and employee development. Typically, employee
training is short-term, task-oriented training, and is
group based. Employee development is often
long-term focused training, which is skill-oriented
and individually based.
Employee Training vs. Employee
Development Chart
Training Development
Short- term focused Long-term focused
Task oriented Skills oriented
Group based Individually based
Focuses on the “today” needs Leads to the “tomorrow” results
Compliance area strength Opportunities for development
Information targeted Individually targeted
Means End
Knowledge Expansion
Piece of development Holistically based development
Video - Training versus
Development
Please click on the link above for a video
regarding information on training versus
development.
What is Career Development?
“Career development is not a one-shot
training program or career planning
workshop. Rather, it is an ongoing,
organized and formalized effort that
recognizes people as a vital organizational
resource.”
Benefits of Developing Careers
• Allows for the retention of top talent.
• Increases engagement and productivity.
• Strengthens succession and succession
planning.
• Allows for knowledge transfer and retention.
• Encourages internal skill and role gap filling.
• Creates positive employer brand.
Before beginning the Career Development
Process, it is important to consider the
alignment between the employee and the employer
Challenges of Developing Careers
• Who will be responsible for developing
employee careers?
• How much emphasis on career development is
appropriate?
• How will the needs of the diverse workforce be
met?
– Can these needs be met?
Career Development Programs
• Coaching
• Career Counseling
• Cross-Training
• Job Rotation
• Job Enlargement
• Job Enrichment
Career Development Program Examples Explained
Organizational Strategies for
Employee Development
• Mentoring
• Coaching
• Job Rotation
• Tuition Assistance Programs
How are you developing your
employees?
(Tips and Tricks)
1. Identify your mission.
2. Keep learning and don’t stop.
3. Develop competencies, based upon the
job you have and the job you want.
4. Find a trustworthy mentor.
Video - Development Tips
Please click on the picture above for a
video regarding employee development
tips.
Competencies
“Competencies are the measurable or
observable knowledge, skills, abilities, and
behaviors (KSABs) critical to successful job
performance.”
Understanding employee competency strengths and
weaknesses can empower your employees and your
organization.
Competencies
The classification of competencies needed
depends on the organization’s preferences.
With that being said, many competency-
based research companies have created
competency structures based upon entry-
level, middle, and senior employees.
Note: Often there is overlap between
competency levels. Lominger is an
example of a great competency-based
research organization.
Examples of Entry-Level
Competencies
• Customer focus
• Integrity and trust
• Peer relationships
• Relationship with supervisor
• Personal learning
• Perspective
• Work / life balance
Examples of Mid-Level
Competencies• Career ambition
• Comfort around management
• Confronting direct reports
• Delegation
• Directing others
• Fairness to direct reports
• Hiring and staffing
• Integrity and trust
• Managerial courage
• Motivating others
• Peer relationships
• Personal learning
• Perspective
• Political savvy
• Problem solving
• Work/ life balance
• Writing skills
Examples of Senior-Level
Competencies• Business acumen
• Command skills
• Timely and quality decision-making abilities
• Delegation
• Directing others
• Fairness to direct reports
• Hiring and staffing
• Integrity and trust
• Managerial courage
• Motivating others
• Peer relationships
• Personal learning
• Perspective
• Political savvy
• Problem solving
• Work/ life balance
• Writing skills
Importance of Defining
Organizational Competencies
Determining and defining relevant organizational and job competencies is important to an
organization’s and an employee’s success. Competencies can be specific or general, but
should apply to the position and organizational needs.
“Research suggests that some individuals may be 20 times more productive than others. Matching individual competencies with
job competency models puts individuals in positions where they can contribute most. Competency learning cannot promise a 20-fold increase in productivity, but it will move people in the right
direction.”- William Rothwell
Organizational Competencies and
the Big Picture
Employee Advancement Tips
1. Market yourself
2. Understand trends in business
3. Resolve problems
4. Improve communication
Video - Rules for Career Success
Please click on the picture above for a
video regarding information on career
success.