EMLOYEE DEVELOPMENT1

8/6/2019 EMLOYEE DEVELOPMENT1

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Company strategies for providing development

Issues in Training & Development



Strategies for providing development

Involving only top-level executives, senior managers andemployees having high potential.

Involving all employees

E ffective Development strategies

Individualization Learner Control

Ongoing support



Example

Booz Allen Hamilton, consulting company

Development framework involves:

Development roles

Performance expectations

Development needs

Development road map



E-Learning and Employee Development

IBM·s Basic Blue for Managers

Learning model includes

Management Quick Views

Interactive learning modules and simulations

Collaborative Learning

Learning Labs



Issues in Training and Development



� Failing to provide required training

� Incurring employee injury during a training

activity.

� Incurring breach of confidentiality or defamation� Reproducing and using copyrighted material in

training classes without permission

� Excluding women, minorities, and older

Americans from training programs



Cont«.

Not ensuring equal treatment while in training

Requiring employees to attend training programs they

find offensive

Not accommodating trainees with disabilities

Incorrectly reporting training as an expense or failing

to report training



Cross-Cultural Preparation:

CrossCross--culturalcultural preparation preparation involves educating employees and

their families who are to be sent to a foreign country (i.e.,

expatriates)

To successfully conduct business in the global market place,

employees must understand the business practices and the

cultural norms of different countries

Managing work force diversity:

Managing diversity requires the company to develop employees

so that they are comfortable working with others from a wide

variety of ethnic, racial, and religious backgrounds



chool-to-Work Transition:

SchoolSchool--toto--workwork transitiontransition programs programs combine classroom

experiences with work experiences to prepare students foremployment

SchoolSchool--toto--WorkWork OpportunitiesOpportunities Act Act encourages partnerships

between educational institutions, employers, and labor

unions

� Every school-to-work system required to include work-

based learning, school-based learning, and activities

that match students with employers



Training·s Role in Welfare-to-Work Programs

There are two methods for training welfare recipients:

The first model involves government agencies referring

welfare recipients to a company-sponsored training

program subsidized with money and tax credits from the

government

The second method is for state and local governments toprovide life and skills training directly to welfare recipients



Internal Issues

Joint Union-Management Programs:

� Provide a wide range of services designed to help employees

learn skills that are directly related to their job

� Develop skills that are ´portableµ ² i.e., valuable to employersin other companies or industries

� Both employers and unions contribute money to run the

programs and both oversee their operation



The Succession Planning Process:

1. Identify what positions are included in the plan

2. Identify the employees who are included in the plan

3. Develop standards to evaluate positions

4. Determine how employee potential will be measured

5. Develop the succession planning review

6. Link the succession planning system to other human resource systems

1. Determine what feedback is provided to employee



Training and Pay Systems

Training is increasingly linked to employees· compensation

skill-based pay systemsknowledge-based pay systems

Employees· pay is based primarily on the knowledge and skills

they possess rather than the knowledge or skills necessary to

perform the current job

EMLOYEE DEVELOPMENT1

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