LESSON 7

EMPLOYEE DEVELOPMENT

1. Briefly discuss the steps in the development planning process.

Development planning is one way to help the company in maintaining its key personnel for
the operations. Training only focuses on improving the employees to match their abilities to the
expected abilities for the job while development talks about preparing the employees in
improving their career pathway. There are processes to make a development plan: (1) Self-
Assessment, (2) Reality Check, (3) Goal Setting, and (4) Action Planning.

Self-assessment will produce information about the career interest, values, aptitudes, and
behavior tendencies of the employees. It is helpful for the employees in determining the target
career pathway that they want. Also, it will show the employee the gap between the current
position's skills and abilities with the target position’s skills and abilities. Some tools that the
employees can use to determine these interests are Myers-Briggs Type Indicator, Strong-
Campbell Interest Inventory, and Self-Directed Search.

Reality Check is the information from the current position job performance of the employee.
It will mostly come from the performance appraisal of the company that is communicated by
their managers. In addition, it will show what should the employees develop in their skills and
abilities to qualify for the target position.

After collecting information from the self-assessment test and the reality check from the
managers, the employees should identify their short-term and long-term goals in the company
and also in their careers. The information that is collected will be the basis for the employee and
the manager in setting the target position. The goals that the parties agree on should be SMART
goals to have a realistic target.

Lastly, action planning will contain the strategies that the employee should need to do to
develop the skills and abilities. Also, it is the activities that the employee should be done in order
to achieve the short-term and long-term goals set by the employee and the management. There
are many approaches to developing the skills needed for the target job. Some examples are
formal education, assessment, job experiences, and interpersonal relationships.