1. Group Project Training Workshop BUHRM2601 Human Resource Development Topic : Employee DevelopmentGroup Members: Oke Elijah Oladipupo(30109130) Benjamin Johnson(30109266) Najim Khalifa Al Battashi (30091789) Rithanya Lakshmanan (30109108) Siti Rizky Mardhani (30109011) 1

2. Objectives: To define the definition of employee development. To describe approaches to employee development. To discuss current trends in using formal education fordevelopment. To explain how job experience can be used for employeedevelopment. To discuss the steps in the development planning process. To explain the company strategies for providingdevelopment.2 3. What is development?Development refers to formaleducation, job experiences,relationships, and assessments ofpersonality and abilities that helpemployees perform effectively in theircurrent or future job and company. 3 4. Definition of Employee Development Employee development is concerned with preparingemployees so that they can move with the organization as itdevelops changes and grows The approaches to employee development is meant to helpemployees perform effectively in their current or future joband company Successful employee development requires a balance betweenan individuals career needs and goals 4 5. Development and Careers For an organization to succeed, it needs to focus on theskills and knowledges of valued people who can give theorganization competitive and sustainable competitiveadvantages. Employeedevelopmentis defined to improveskills, knowledge, and talents of people to make changes. For example, URS Corporation committed to a culture ofemployeedevelopment and provides uniqueopportunities, resources, and support their employees. 5 6. Approaches to Employee Development Formal Assessment CenterEducation Benchmarks Performance Appraisal Assessmentand 360-Degree Systems Myer-Briggs Test Job ExperiencesInterpersonalRelationships 6 7. Formal Education Formal education programs include: Off-site and on-site programs designed specifically for the companys employees Short courses offered by consultants or universities Executive MBA programs Many countries such as US, UK, Australia, Canada have been sending some of their employees to Malaysia to do MBA under the companies sponsorship. 7 8. AssessmentAssessment involvescollecting information andproviding feedback toemployees about theirbehavior, communicationstyle, or skills 8 9. Assessment (continued) Used most frequently to: identify employees with managerial potential measure current managers strengths and weaknesses identify managers with potential to move into higher- level executive positions Personality assessment tests used at many of the nations largest companies in UK, including Albertsons grocery chain and retailers such as Neiman Marcus and Target 9 10. Assessment Center Multiple raters or evaluators evaluate employees performanceon a number of exercises It is used to identify if employees have abilities, personality,and behaviors for management positions Types of exercises include leaderless group discussion,interviews, in-baskets, and role plays AT&T as an American multinational telecommunicationscreated a building for recruitment called The AssessmentCenter 10 11. Benchmarks Instrument designed to measure important factors in beinga successful manager Items that are measured include dealing withsubordinates, acquiring resources, and creating a productivework climate 11 12. Performance Appraisal and 360-DegreeFeedback Systems Used for measuring rating employees, rating theirbehaviors, rating the extent Manager must be trained in providing performance feedback Jelly Belly Candy Company in California uses accurateperformance appraisals for evaluation and development oftheir employees.12 13. 360-Degree Feedback Systems13 14. Activities involved in development planningusing the 360-degree feedback process Understand strengths and weaknesses Review ratings for strengths and weaknesses Identify skills or behaviors where self and others ratings agree and disagree Identify a development goal Choose a skill or behavior to develop Set a clear, specific goal with a specified outcome 14 15. (Cont.) Identify a process for recognizing goal accomplishment Identify strategies for reaching the development goal Establish strategies such as reading, job experiences, courses, and relationships Establish strategies for receiving feedback on progress Establish strategies for receiving reinforcement for new skills or behaviour15 16. Myers-Briggs Type Indicator Most popular psychological test for employee development It is valuable tool for understanding communication stylesand the ways people prefer to interact with others such asteamwork, motivation, and leadership Hallmarks Cards is using Myers-Briggs Personality Type bycreating program called Steppingstones which is designed toopen lines of communication within the organization16 17. Job Experiences17 18. Definition of Job Experiences Job experiences relationships, problems, demands, tasks, or other features that employees face in their jobs. Most employee development occurs through job experiences. McDonalds uses job experience to strengthen employees management competencies18 19. Job enlargement adding challenges or new responsibilities to anemployees current job For example, small companies may not have as many opportunitiesfor promotions, so they motivate their employee with jobenlargement Job rotation - providing employees with a series of job assignmentin various functional areas of the company or movement among jobsin a single functional area or department. For example, customer service employee switch to product deliveryin Steelcase Company 19 20. Transfer an employee is given a different job assignment ina different area of the company Promotions- advancements into positions with greaterchallenges, more responsibility, and more authority that in theprevious job St. Edwards University consider regular employees for promotion or transfer within the university Downward moves occurs when an employee is given areduced level of responsibility and authority20 21. Temporary Assignments, Projects, and Volunteer work Employee exchange is one example of temporary assignment Weber Sandwick provides employees with the opportunity toapply for participant in Global Exchange Program A job exchange program works much like a foreign studentexchange program Volunteer assignment may offer employees opportunities tomanage the change of company 21 22. Interpersonal Relationships Mentoring is the pairing of an experienced or skilled ofsenior employee to develop and improve a less experiencedemployee Mentor provide career support and psychosocial support tothe employee Shell Exploration uses mentoring to develop localindigenous talent for their engineering and managementactivities22 23. Coaching relationships Coaching is about developing a persons skills and knowledgeas manager helps the employees to motivate and give feedback Coaching is thought as what managers do to get the best out oftheir people At NASA, project managers can be excellent sources ofcoaching, as can team members and other colleagues Johnson Cornell University provides the Marketing ExecutiveOne-on-One Coaching Program 23 24. The six steps of development planningprocess Identifying a development needs. Choosing a development goal. Identifying the actions that need to be taken by the employee andthe organization to achieve the goal. Determining how progress toward goal attainment will be measure. Investing time and energy to achieve the goal Establishing a timetable for development24 25. Responsibilities in the Development PlanningProcess: (1 of 2)DevelopmentEmployee ResponsibilityCompany ResponsibilityPlanning ProcessOpportunityHow do I need to Assessment information to improve? identify strengths, weaknesses,interests, and valuesMotivation Am I willing to invest the Company assists in identifying time and energy to personal and company reasons for develop? change.Manager discusses steps fordealing with barriers andchallenges to development.Goal Identification How do I want toCompany provides developmentdevelop?planning guide.Manager has developmentaldiscussion with employee. 26. Responsibilities in the Development Planning Process: (2 of 2)DevelopmentEmployee Responsibility Company ResponsibilityPlanning ProcessCriteria How will I know I am Manager provides feedback on making progress? criteriaActionsWhat will I do to reachCompany provides assessment, my development goal? courses, job experiences, andrelationshipsAccountability What is my timetable?Managers follows up on progress How can I ask others for toward developmental goal and feedback on progress helps employees set a realistic toward my goal?timetable for goal achievement 27. Assessment design implementation evaluation 28. Identifying a Development Needs Development Needs Performance Strengths Skill and knowledge Significant contributions orrequirements for promotion growth areas.or salary advancement. New skills acquired and job- A change in performancerelated advances.expectations driven bychanging business Individual or teams goalsobjectives.attained beyond the expected Goal attainment levels below level.expectations. Exceptional performance on Technical/functional skills or technical, functional skills orbehavior competencies that behavioral competences.are not met at fullexpectation. 28 29. Company Strategies for ProvidingDevelopment: Individualization Learner ControlOngoing Support 29 30. Company Strategies for Providing Development Themosteffective development strategies involvesindividualization, learner control, and ongoing support In this type of strategy where development efforts are directedto individual weaknesses, personality and interest inventoriesas well as 360-degree feedback are used to obtain informationabout employees interests, values, strength and weaknesses 30 31. Providing Development Only for Top-LevelExecutives, Senior Managers, and EmployeesIdentified as having High Potential The company provide development for only the to top-levelexecutive and senior managers. The lower-level managers arecompletely neglected. The total neglect of the lower-levelmanager does not make this type of company strategy toprovide development may lose its full benefits to the company This is because the lower-level managers play a critical role inmotivating and retaining employees31 32. Requiring all employees to devote a specific numberof hours or spend a certain amount of money ondevelopment Even though this type of strategy requires employees to partakein development, it is more focused on formal courses fordevelopment In some of the companies, employees are made to shouldercertain percentage of the total cost of their development whilethe company bears remaining percentage of the cost Employees in African normally take this opportunity to gooutside to have their masters and other programs32 33. For example, Nestls company provides development fortheir employees The company helps employees better understand how todevelop themselves Nestls views development as a shared responsibilitybetween employees and the company. 33 34. Joint Venture Two or more firms create a legally independent company by sharing some of their resources Example, petroleum National Bhd (PETRONAS) and Shell Malaysia have signed a heads of agreement for two 30-year production-sharing contracts (PSCs) for enhanced oil recovery (EOR) projects offshore Sarawak and Sabah. 34 35. E-learning and Employee Development E-learning The use of the Internet and related technologies for the development, distribution and enhancement of learning resources E-learning is Internet-enabled learning Creating an Expertly Designed Online Education Program is one ofthe most cost effective and efficient things Every dollar spent is the best investment in supporting theorganizations or businesses 35 36. E-learning Minimizes Travel CostStudies have shown that e-learning can cut the travel andentertainment cost associated with training by at least 50%36 37. E-learning Minimizes Time Away From WorkComputer-based training yielded time savings of 35-45%over traditional classroom instruction 37 38. E-learning Processes and Systems Focus of the issue on how people communicate and learn in aelectronics environment Email Message Books E-Boards Application Sharings Real Time Test and Evaluation Video and Audio Streaming38 39. E-learning Technologies The three main area of technology activities at present are: Content creation and management Learning management Learning activity Virtual learning environments is also used to promote systemsthat have characteristics of all three39 40. Video: Nestl Waters in NorthAmerica Warehouse40 41. 41