You are on page 1of 19


both in a professional's career and personality. • a wholesome growth. . employers need to lay more emphasis on employee development than ever before • Employee development is one of the highlyprioritised aims for organizations. • Employees make up for the most vital assets of an organisation and their satisfaction as well as engagement are essential for high productivity.In 2013.

its focus is on individuals' current jobs." . Kelly Services India says – • Although employee training and employee development are similar in the methods used to foster learning. employee development efforts can help prepare you for that day.Let us explore how companies are planning the same in 2013. • Kamal Karanth. new skills and abilities will be required. • Training is more present-day oriented. generally focuses on future jobs in the organization. As your job and career progress. MD. As you are groomed for positions of greater responsibility. their time-frames differ. • Employee development. thus enhancing those specific skills and abilities to immediately perform their jobs.

Expedia India.HR. • To prepare employees for these challenges. proactive development is the key and hence. • there is more emphasis on adding business value to get the requisite return on investments. its increased importance today is gaining a lot of prominence” . director. the office environment offers a myriad set of unique and complex challenges due to the fluctuation in the economy. tells us • "Business challenges have been growing multi-fold and today.• Rajesh Rai.

• Meenal Sinha. • A senior manager's KRA must include team training and development. Imperial Servcorp says • "It cannot only mean sending employees for workshops and seminars – it's not a responsibility that can be simply ‘outsourced'. . country head . This needs to be coupled with the freedom to explore new areas and some latitude to make decisions. with the assurance that ‘learning mistakes' are tolerated. not only in structured environments. but also on an ongoing day-to-day basis.India. Grooming people for enhanced responsibilities and the next-level has to become a culture-inherent process.

tells us • "Encouraging employees to acquire new or advanced skills and knowledge by providing them with training facilities and avenues where such new ideas can be applied can be very beneficial for engagement. CEO." . • Training programmes allow employees to interact with one another. which encourages active participation on-the-job outside of the training environment as well. • Their increased productivity leads to financial gains and better retention. discuss ideas and learn more about a given topic.• Kamal Meattle. Paharpur Business Centre & Software Technology Incubator Park.

What Is Employee Development? • • • • • a joint. positive contributions to organizational performance. and abilities. balance between an individual's career needs and goals and the organization's need to get work done. . skills. on going effort on the part of an employee and the organization upgrade the employee's knowledge. A more highly-skilled workforce can accomplish more as employees gain in experience and knowledge.

• In research conducted to assess what retained employees. development was one of the top three retention items.• A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge. • One method of retention is to provide opportunities to develop new skills. retaining an employee saves the organization a great deal of money. Why Should Employee Skills and Abilities Be Developed? . • In addition.

.Employee development is a necessary component of a company’s efforts to: •Improve quality •Retain key employees •Meet the challenges of global competition and social change. •Incorporate technological advances and changes in work design.

Comparison Between Training and Development. .

Approaches to Employee Development Assessment Formal Education Job Experiences Interpersonal Relationships 9 .11 .

12 .Formal Education  Formal education programs include:  off-site and on-site programs designed specifically for the company’s employees  short courses offered by consultants or universities  executive MBA programs  university programs in which participants actually live at the university while taking classes 9 .

 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  Work with teams to identify members’ strengths and weaknesses. communication style. and factors that inhibit productivity 9 . or skills.Assessment  Assessment involves collecting information and providing feedback to employees about their behavior.13 .

or other features that employees face in their jobs.14 .  A major assumption is that development is most likely to occur when there is a mismatch between the employee’s skills and past experiences and the skills required for the job. tasks.  Most employee development occurs through job experiences. demands. 9 . problems.Job Experiences  Job experiences refer to relationships.

How Job Experiences are Used for Employee Development Promotion Enlargement of Current Job Rotation (Lateral Move) Transfer (Lateral Move) Job Experiences Externship Downward Move Temporary Assignment with Another Organizatio 9 .15 n .

Interpersonal Relationships • Employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organizational member. • Two types of interpersonal relationships used to develop employees: • Mentoring • Coaching 9 .16 .

There are a few basic roles for a supervisor in developing employees. • Guiding the planning through goal setting and checking back over time • Allotting time and money for development experiences. and advice. • Ensuring opportunities for applications of new learning. • Coaching employees to help them determine what they need for development • Providing both positive and corrective feedback • Offering organizational insight. information. .

identify goals for new skills and look for ways to meet those goals • Energy to make the development possible • A variety of work assignments • Asking for feedback • Opportunities to coach others and finding good coaches for him or herself • Developmental relationships that provide a variety of learning .Some things the employee should have and consider when beginning work towards development: • Specific goals.