Employee Development
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Transcript of Employee Development
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Employee DevelopmentSlideShare Presentation by Stella Sim
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Employee Development
Why Develop Your Employees?
• They are one of the Company’s most critical assets. Employees drive organization performance and success.
• Feedback & coaching in development discussions help employees improve their competencies and performance.
• Employees are more motivated and engaged.
• Build and retain a pipeline of the next generation of leaders.
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Employee Development
AN EFFECTIVE EMPLOYEE DEVELOPMENT PLAN CAN BE THE
COMPASS TO A SUCCESSFUL CAREER FOR YOUR TEAM MEMBERS.
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Stages of Employee Development
Question
• ??
Stage Characteristics Needs Tasks
Exploration and Trial/ Orientation
* New to role or organization*Unfamiliar with processes, tools, culture, people
*Acclimatize to new role or organization*Need more guidance, information, coaching.
*Develop capabilities required for role*Acquire confidence*Establish relationships
Establishment and Advancement
*Has own area of responsibility*Works independently*Demonstrates skills, competencies & confidence*Independence and specialization
*Establish strong credibility and recognition in profession*More empowerment*Produce significant results
*Exploration & networking *Assessment of skills & competencies for new/ additional responsibilities*Develop stronger change management skills
Mid Career : Growth, Maintenance
*Responsible for guiding others*Use breadth of technical / expert knowledge to support organization
*Focus on developing others*Achieve results through others
*Leverage own expertise to develop team members*Serve as mentor & coach
Disengagement *Usually proficient in current role and is bored, or not performing due to lack of job fit*Change in life or career priorities
*Look for alternative career path/role* Prepare for transition
*Seek alternative options based on life’s priorities
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SAMPLE DEVELOPMENT PLAN “What” specifically do you want to develop? (Describe your objective in more detail)
Which HP Leadership Standard does this objective focus on?
SKILLS:
Which specific skills or competencies
will be developed through the pursuit
of this objective?
ACTION PLAN:
Identify actionable steps to achieve
goals (critical factor for making the
objective achievable).
BARRIERS:
Identify potential challenges or
barriers to achieve the objectives.
SUCCESS MEASURES:
What are the expected outcomes for
your development upon achievement
of objective?
Elaborate on the skills gap identified and what aspects of it do you want to pursue?
Example:Developing my influencing skills:1. Would like to be more
assertive when discussing interest -divergent issues
2. Broaden my perspectives and try to understand other party’s views
Consider the 70/20/10 learning guide and include mix of development platforms – Experience, Relationship & Education
Example:• Approach XXX to coach me
on my influencing skills and provide me with regular feedback
• Attend training on Influencing Skills
a) Outline the challenges faced
b) Highlight the support or resources required from manager / organization to close the gaps
Example:Challenges – Lacks of corporate perspective when dealing with channel partners
Support – Liaison and network with other BU to understand their strategy and value proposition
Define what success looks like if you successfully closed the gaps
Example:• Build trust and achieve win-
win solutions when negotiating and influencing distributors on the pricing strategy
• Demonstrated willingness by channel partners to accept and pilot test sale of premium products
Target Completion Date:Review with your manager to assess if the timeline is realistic and achievable
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CREATING LEARNING OPPORTUNITIES
10% - Education: Knowledge acquired through learning and formal education
•Formal training: attending a class in person or virtually
•eLearning: self-paced classes
•Reading: reading books, articles and journals is an inexpensive way of gaining knowledge and/or keeping current in your matter of expertise
70% - Experience:
Active participation in event or activities leading to the accumulation of knowledge or development of skill
•Improve or develop a specific process: offer to review an existing process or recommend improvements
•Projects: initiate or recommend projects that contribute to success
•Benchmarking: learn from best practices through benchmarking
•Customer visits: take an opportunity to visit a customer site and learn from them what is important
20% - Relationships:
Connection with people to increase your knowledge or build a specific skill
•Coaching: provides a development focus for new competencies and learning through insights and self-awareness
•Mentoring: a relationship with a role model
•Communities of Practice: networks to gain information, insights, experiences and tools about a topic of common interest
As a manager, you can help create some of these learning opportunities for your employees.
Your Role as A Manager - 70/20/10 Model
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Thank You!