By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.
-
Upload
peregrine-hill -
Category
Documents
-
view
212 -
download
0
Transcript of By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.
![Page 1: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/1.jpg)
Proposal for an Employee Development Program
By Yvonne Cutler
EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2
![Page 2: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/2.jpg)
The purpose of this presentation is to encourage company approval and the establishment of a company-wide training and development program.
![Page 3: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/3.jpg)
What’s in it for you? • A workforce that “…understand[s] their strengths, weaknesses,
and interests and by showing [that workforce] how new jobs and expanded job responsibilities are available to them to meet their personal growth needs.” (Noe. 2013)
• “Employee development is key to ensuring that employees have the competencies necessary to serve customers and create new products and customer solutions.” (Noe. 2013)
• “Companies that report that the most important talent management challenges they face include developing existing talent and attracting and retaining existing leadership talent.” (Noe. 2013) • Think: succession planning
![Page 4: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/4.jpg)
What’s in it for you? (continued)
• “To succeed in their jobs, employees must stretch their skills…” (Noe. 2013)
• “Enabling individual capabilities is one of [positive organizational
scholarship] POS’s major tenets. “Reflected bestself” refers to an intentional focus on and development of one’s strengths instead of one’s weaknesses.” (Pace. 2010)
• When employees feel good about themselves, they have more to give to the company and others in general and in a more positive way.
![Page 5: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/5.jpg)
Recommended Employee Development Activities:
• Performance appraisals with 360 feedback• “Ensures employees understand their current performance
and expected performance…”(Noe. 383)• Allows employees to get another perspective of their
performance (Noe. 384)
• Coaching / Mentoring • “Evaluation of the peer coaching has found that coaches gain
confidence in their abilities and participants learn about the topics discussed.” (Noe. 398)
• Tuition reimbursement• For every course grade “C” or higher, the employee gets
reimbursed “X” number of dollars for that course.
![Page 6: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/6.jpg)
360 Feedback Example“Shawn Quinn, managing partner for organization development firm LIFT Consulting, describes a reflected bestself feedback exercise organizations canimplement to unlock employees’ best talents and strengths: Each employeeasks 20 to 30 people—for example, friends, family members, and co-workers—to share three examples of when they have seen him at his best, and the specific strengths he displayed in those instances. The employee then uses thefeedback to create his best-self portrait.
Quinn recounts one client’s (Jim) reflected best-self experience: Jim’s feedback showed he was good at “football,” although he really wanted to be good at “skiing” and had spent a significant amount of time developing his skiing skills. Jim decided to instead focus on football and delegate skiing to one of his direct reports. As a result, the direct report excelled in his career like never before and received the bestperformance score possible—a 1 on a scale of 1 to 5. Jim noted to Quinn, “This whole time I was waiting for my direct report to earn a 1, but I was the one keeping him from achieving it.” (Excerpt: Pace. 2010. Unleashing positivity in the workplace.)
![Page 7: By Yvonne Cutler EIDT-6501-1,Training and Development.2014 Fall Sem 09/02-12/21-PT2.](https://reader036.fdocuments.in/reader036/viewer/2022083009/5697bfee1a28abf838cb9c09/html5/thumbnails/7.jpg)
Questions?
References:
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.
Pace, A. (2010). Unleashing positivity in the workplace. Training and Development, 64(1), 40-44.