EMPLOYEE DEVELOPMENT

Employee development is the process of improving

employees’ existing competencies and skills and developing
newer ones to support the organization’s goals. Helping
employees hone their strength and grow their skills better
equips them for their role.
Often referred to as professional
development. Employees go through
professional training to improve their skills
and grow their knowledge.
 Employee development does not refer alone in
optimizing an individual skills that sets on a particular role. It
specifically refers to continued learning that nurtures
professionals and help them be successful in their chosen
career path. It is on the employer’s benefit to motivate their
employees by giving them learning opportunities.
 A lack of career growth
opportunities is the top
reason employees leave
their jobs

Failing to provide employees

with professional development
opportunities shows the
employers lack of compassion
 TRAINING
• Training is skills focused
• Training is presumed to have a
formal education
• Training needs depend upon lack
or deficiency in skills
• Trainings are a requirement
• Training is focused on job related
skills
• Training is aimed at improving
job related efficiency and
performance
DEVELOPMENT
• Development is creating learning
abilities
• Development is not education
dependent
• Development depends on
personal drive and ambition
• Development is voluntary
• Development is focused on
personality development
• Development aims to overall
personal effectiveness including
job efficiencies
 IMPORTANCE OF EMPLOYEE DEVELOPMENT
All employees need to feel that they are being cared
for. An impactful way to do this is through a commitment to
support employee development.
* Offer professional training – give them all the tools they
need to do their job well.
* Develop managers into coaches – be an effective coach

and directly know the employees strength

and weaknesses. What motivates them
 their way to success.
* Enhance collaboration among the employees –
working collaboratively can help bridge the gap between
cultures and will give the employees the opportunities to learn
more about their co-workers and encourage more empathy
across the board.
Holistic development – when employees are given
the tools to do their jobs well and train to advance
their careers, they are more likely to feel inspired
 IMPORTANCE OF TRAINING & DEVELOPMENT
In HRM, training and development is an important aspect
when company wants optimum utilization.
* Training and development is the key for the succession
planning of the organization as it helps in improvement of skills
like team management and leadership.
* HR training and development activities are vital to
motivate the employee and to increase their productivity.
* Training and development in HRM is significant aspect
to develop a team spirit in the organization.
 DISCUSS G.A.P.S.
G – What are the employee’s goals?
A – What is the employee’s view of
his/her abilities?
P – What are your perceptions of the
employee’s abilities?
S – What is the standard for success?
DEVELOPING EMPLOYEE’S SKILLS
Training Workshops

Coaching Simulations
Mentoring Self-Study
Job OJT
Rotation
 DEVELOPING EMPLOYEE’S SKILLS
Training
This method includes developing skills through a combination
of lectures, hands-on-exercises, videos, podcasts, simulations,
and individual /group based assignments.
 DEVELOPING EMPLOYEE’S SKILLS
Coaching
This method of skills development typically involves senior
staffers working one-on-one with less experienced individuals..
 DEVELOPING EMPLOYEE’S SKILLS
Mentoring
This involves senior leaders taking junior staff under their wing
to help develop important skills that the mentored individual
might lack. Mentoring is typically used to develop high-level
skills such as Leadership, communication and critical thinking.
 DEVELOPING EMPLOYEE’S SKILLS
Job rotation
This method, employees could volunteer to rotate roles with
colleagues on a shift/team, to put some of those new skills into
practice.
The goal is to rotate the tasks and roles to learn something
new or have a chance to practice what has been learned.
 DEVELOPING EMPLOYEE’S SKILLS
Workshops
This method gives employees an opportunity to interact with
peers/colleagues from within and external to the organization.
The benefit here is great for developing a range of soft skills
such as communications, team works, networking and
leadership skills.
 DEVELOPING EMPLOYEE’S SKILLS
Simulations
These are becoming very popular due to both how engaging
and effective they have become.
This methos can be role playing customer service
interaction. It can also involve completely virtual worlds such
as fire rescue or flight training where employees can learn the
skills required in a non consequential setting.
 DEVELOPING EMPLOYEE’S SKILLS
Self-Study
These can be accomplished through different methods:
reading/researching, taking classes, etc. outside of work hours.
The benefit is that the employee decides what’s of interest
and pursues it independently. Conversely, it is often difficult to
motivate employees to spend off-work time devoted to work
related endeavors.
 DEVELOPING EMPLOYEE’S SKILLS
O.J.T.
Employees who have attended some basic training on technical
skills will often find on-the-job-training a great method to hone
those skills.
This is basically learning by doing, which is typically done
right after the training.
The main goal of OJT is to provide everything to the
employee for self-study while at work.
 PERFORMANCE APPRAISAL
is the systematic evaluation of the performance of
employees and to understand the abilities of a person for
further growth and development.
Performance appraisal is through the following:
1. The employer measure the pay of employees and
compare it with targets and plans.
2. The employer analyses the factors behind work
performances of employees.
3. The employers are in position to guide the employees
for a better performance.
 Why do we appraise performance?
1. To maintain records in order to determine
compensation packages, wage structure, salary raises, etc.
2. To identify the strengths and weaknesses of
employees to place right men on right job.
3. To maintain and assess the potential present in a
person for further growth and development.
4. To provide a feedback to employees regarding
their performance and related status.
5. It serves as a basis for influencing working
habits of the employees.
 ADVANTAGE OF PERFORMANCE APPRAISAL
1. PROMOTION: Performance appraisal helps the
employers to decide on the promotion programs for efficient
employees.
2. COMPENSATION: It helps in planning out for
compensation packages for employees. Performance
appraisals is giving worth to a performance. Compensation
packages includes bonuses, allowances and other extra
benefits.
 ADVANTAGE OF PERFORMANCE APPRAISAL
3. EMPLOYEE DEVELOPMENT: performance appraisal
helps the employer frame training policies and programs. It
helps in analyzing the strengths and weaknesses of employees
so that new jobs can be designed for efficient employees.
4. COMMUNICATION: through performance appraisal,
communication can be helpful in the following ways:
a. Employers can understand and lay out a program in
upskilling the skills of their employees.
b. It develops the spirit of work and boost the morale of
the employees
 ADVANTAGE OF PERFORMANCE APPRAISAL
5. MOTIVATION: Performance appraisal serves as a
motivation tool. Through evaluation performance of employees,
a person’s efficiency can be determined if the targets are
achieved. This very well motivates a person for better job and
helps him to improve his performance in the future
 PERFOMANCE APPRAISAL TOOL
The following are the tools used by organizations for
performance appraisals of their employees.
1. Ranking
2. Paired Comparison
3. Performance Test
4. Essay Evaluation
5. Critical Incident
6. Checklists
7. Graphic Rating Scale