Employee Development Designs & Methods

Presenting By: PARTHIBAN.CS

Strategic Plannning Institute of Banking and Management Studies (IBMS)

Human Development
The growth of humans throughout the lifespan, from conception to death.
Development is all aspects of human growth, including :
Physical Emotional Intellectual Social Perceptual, and Personality

development.
Prakash Dhakal, MBA - Human Resource Management Dec 2011

Employee Development

Joint and on-going effort on the part of an employee and the organization for which individual works to upgrade the employee's knowledge, skills, and abilities.
Successful employee development requires a balance between an individual's career needs and goals and the organization's need to get work done.

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Employee Development

If so, then why should Employee Skills and Abilities be Developed ?

To make employee more versatile and productive and to manage difficulty and obstacles in the organization. To grapple with complex change in organization, technology and process quite successfully. To give the better performance in the organization and for the work life balance of employees. A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Employee Development
- Need Analysis

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Employee Development
What Organization Need? - Need Analysis
High Productivity Employee Satisfaction Need of Existence Tackle with situation etc
And then organization should plan for the further process of employee development according to its need. Need analysis should be done before implementing employee development plan .

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Why Employee Development ?

Highly committed employee requires planning, commitment, and a variety of interventions and strategies that - Build continued confidence for employee challenges and Improve skills in managing people
- Help employees become more aware of their impact on others - Increase the motivation and ability to set and achieve organizational and personal goals - Stimulate continuing skill development and career growth through self-directed and organization sponsored training
GO >
Prakash Dhakal, MBA - Human Resource Management Dec 2011

Employee Development
According to a survey conducted by the American Management Association (AMA), top employee development techniques used by organizations and the proportion of businesses using them as their retention strategy :
Employee Development Issues Used External conferences/seminars 78.1 in Companies Tuition reimbursement 67.3 (%)
Managerial training 66.8 Company support for degree 62.2 Interpersonal skills training 56.8 Technical training 54.5 Employability training 35.2
Prakash Dhakal, MBA - Human Resource Management Dec 2011

Talent Development
It is becoming increasingly popular in several organizations, as companies are now moving from the traditional term training and development. Talent development is a core concept of employee training, career development, career management, training & development and organizational development. It is expected that during the 21st century more companies will begin to use more integrated terms such as Talent Development.
Talent development refers to an organization's ability to align strategic training and career opportunities for Prakash Dhakal, MBA - Human Resource Management Dec 2011 employees.

Features of HRD

Process

Design

Methods

Continuing and Ongoing Activities, which improve the total personality of executives A Planned effort to improve executives ability handle a variety of assignment It focus the attention on present and as well as future requirements of both the organization and the individual. HRD upholds career planning and ensures all round growth of employees. It maintains transparency in administration. Also it is action-oriented HRD fights resistance to change and make employees more willing to accept the change.
Dec 2011

Prakash Dhakal, MBA - Human Resource Management

Features

Process of HRD

Design

Methods

Need Analysis: Who is responsible for employee training and development? Appraisal of Present Management Talents Inventory of Management Manpower Planning of Individual Development Program

The individual development planning process

Step 1 - Self-assessment Step 2 - Assess your current position and your work environment Step 3 - Identify development activities Step 4 - Put your plan in action

Establishment of Development Programs Evaluation of the RESULT

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design of HRD

Methods

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

In Basket Business Games Case Study

Interpersonal Skill Development Method Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method

Specific Individual Need

Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Role Play Sensitivity Training Behavioral Modeling

GO >

Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method

Specific Individual Need

Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method

On the job experiences Coaching and Understudy Action Learning

Organizational Knowledge Development Method General Knowledge Development Method

Specific Individual Need

Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method

Organizational Knowledge Development Method

Job Rotation Method Multi Task Management

General Knowledge Development Method Specific Individual Need Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method Organizational Knowledge Development Method

General Knowledge Development Method

Special Courses Meeting Reading (Learning)

Specific Individual Need

Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method

Specific Individual Need

Special Projects Committee Assignments

GO >

Other Off-the job method of Developing Managers

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Features

Process

Design

Methods of HRD

Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method Organizational Knowledge Development Method General Knowledge Development Method Specific Individual Need

Other Off-the job method of Developing Managers

Conferences and Seminars Lectures and Programmed Instructions Group Discussion and Role Playing Executives Coaches and RESEARCH

GO >

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Development for Succession Planning

Succession Planning is a process through which senior level openings are planned for and eventually filled
Succession Planning Involves:
1. Anticipate Management Needs (based on strategic factors liked planned expansion) 2. Review the Firms Management Skills ( Education, Career Experiences, Performance Appraisals and career performances ) 3. Create Replacement Chart (Summarize Potential Candidates and each persons development needs for future division )

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Development for

Managing Organizational Change

Organizational Change is one of the major issue of the HR managers and even more difficult to adopt change
Faced with the situation like Strategy, Culture, Structure, Technology, Attitude and Skills of the employees
So, Organization should make their employee ready to change. Employee development is very important for this very emerging purpose, so that employee themselves can formulate and cope with change.

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

The 4-Step Employee Development Plan

Prepare the Employee
Monitor Progress
Provide

Opportunity

Create Confidence

To get the employee thinking about their own development and the areas where development can occur, Organization should ask employees about:

- Performance and the skills of the employee required for the job. - What major accomplishments have you achieved since your last performance appraisal? - In what ways, can your supervisor and/or the organization help you to do a better job? - What changes would you like to see in your current job? - What are your job goals for this next year? - Where do you see yourself in five years?
Prakash Dhakal, MBA - Human Resource Management Dec 2011

The 4-Step Employee Development Plan

Prepare Employee

Monitor Progress

Provide

Opportunity

Create Confidence

Observe how the employee is doing. Schedule to meet regularly to discuss how things are going. Ask questions; review any quantity and quality measures that are relevant. Give ongoing feedback on what the individual is doing well and what they need to be doing differently.
Feedback is critical to the success of the developmental process. If you do not follow up with them, you are essentially telling the employee the developmental process is not all that important to you.

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

The 4-Step Employee Development Plan

Prepare Employee Monitor Progress

Provide Opportunit y

Create Confidence

Training ( looking at the employees performance with the

specific job

tasks.

Peer Coaching (Employees coach other individuals on their jobs) Job Design Changes (to know how the job might be redesigned to enhance proficiency ) Representing the Department (for meetings and seminars ) Delegate Special Projects (make certain the project challenges to the employees for motivating and developing ) Assist the Resource BossManagement (to exposed new business perspective) Dec 2011 Prakash Dhakal, MBA - Human

The 4-Step Employee Development Plan

Prepare Employee Monitor Progress
Provide

Opportunity

Create Confidenc e

Give the employee the encouragement and support needed to feel confident in their ability to succeed. When things do not go as well as planned, focus on what went right (think positively). You are asking the person to go beyond their current level, take it one step at a time. Sometimes take smaller steps to ensure a successful outcome.

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

Trends on HR Development
Competency-Oriented HR Development
Formalizing competencies as a bridge between human resource development, competence and knowledge management as well as technology-enhanced learning.

Information Technology and HR Development Global HR Development

Prakash Dhakal, MBA - Human Resource Management

Dec 2011

The Fact:
The ultimate success in developing the employee depends on the employee themselves.

However, the success of the developmental process depends on the manager and organizational plan.

Prakash Dhakal, MBA - Human Resource Management

Dec 2011