What is Development?

Development - formal education, job

experiences, relationships, and assessments of personality and abilities that help employees perform effectively in their current or future job and company.

Importance Of Employee Development

Why is employee development important?

To improve quality. To meet the challenges of global competition and social change. To incorporate technological advances and changes in work design.

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Development activities can help companies reduce turnover by:

showing employees that the company is investing in the employees skill development. developing managers who can create a positive work environment that makes employees want to come to work and contribute to the company goals.

Approaches to Employee Development

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, and university programs.

Tuition reimbursement - the practice of reimbursing employees costs for college and university courses and degree programs.

Assessment involves collecting information and providing feedback to employees about their behavior, communication style, values or skills. the employees as well as their peers, managers and customers may be asked to provide information.

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, and factors that inhibit productivity. Companies vary in the methods and sources of information they use in development process.

ASSESSMENT TOOLS :-

Benchmark.

Performance appraisal (360 degree)

Assessment center. Myers briggs type indicator

Most popular psychological test for employee development based on work of psychologist Carl Jung believes that differences in individual behavior resulted from peoples preference in decision making, interpersonal communication and informal gathering Used for understanding such things as:
communication motivation teamwork work styles leadership

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The essence of the theory is that the variation in the behavior is actually due to the basic differences in the ways individuals prefer to use their perception and judgment. Perception involves all the ways of becoming aware of things, people, happenings, or ideas. Judgment involves all the ways of coming to conclusions about what has been perceived. If people differ in what they perceive and in how they reach conclusions, then it is reasonable for them to differ in their interests, reactions, values, motivations, and skills."

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There are 4 dichotomies and on the basis of preferences the personality types are formed. These are :Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I). Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N). Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F). Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).

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ESTJ:- Practical, realistic, matter-of-fact. Decisive, quickly move to implement decisions. Organize projects and people to get things done, focus on getting results in the most efficient way possible. Take care of routine details. Have a clear set of logical standards, systematically follow them and want others to also. Forceful in implementing their plans.

ASSESSMENT CENTRES
An assessment centre (an off-site location such as a conference center) consists of a standardized evaluation of behavior based on multiple inputs. Several trained observers and techniques are used. Judgments about behavior are made by these specially trained observers. Candidates are asked to complete a series of exercises and job simulation (business games, discussions, reports, and presentations) that simulate actual situations, problems and tasks that they would face on the job for which they are being considered, and they are asked to handle these as if they were in the real situation

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At the end of the assessment the assessors get together to share their data which is scientifically recorded on a set of evaluation forms. They come to a consensus on the assessments of each candidate. Most frequently the approach has been applied to individuals being considered for selection, promotion, placement, or special training and development in management.

Advantages..
The benefits or merits or advantages of assessment centre are:Assessment centre is used for selection, training and promotion of candidates. The candidate can find out their strengths and weakness. The candidates can improve their performance. They can increase their strengths and remove their weaknesses. Assessment Center is more valid because the candidate is evaluated (judged) by many different experts.

Disadvantages..
Assessment centre is very costly. It is very time consuming. Highly experienced managers are required to evaluate the candidates. The evaluators may be biased. The candidates may not get proper feedback.

Benchmarking in employee development means making systematic comparisons against some measurable standard or against some other similar people. Compare your performance with the performance of colleagues. Compare yourself to the best Compare what you do against a model of good practice Compare this years performance with last year

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We can set benchmarks in following areas : Benchmarks for Productivity. Benchmarks for Quality Benchmarks for Living Up to Company Values Benchmarks for Product or Service Effectiveness

 A performance

appraisal (PA) or performance evaluation is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives. A PA is typically conducted annually. The interview could function as providing feedback to employees, counseling and developing employees, and conveying and discussing compensation, job status, or disciplinary decisions. Some applications of PA are performance improvement, promotions, termination and test validation. There are several performance appraisal tools available to evaluate employees performance the most famous is 360- degree feedback system.

360-degree feedback

The performance of the employee or manager is evaluated by six parties, including himself. He gets a feedback of his performance from everyone around him. This method is very reliable because evaluation is done by many different parties. These parties are in the best position to evaluate the employee or manager because they are continuously interacting and working with him. This method is mostly used to evaluate the performance of the employees. However, it is also used to evaluate other qualities such as talents, behaviour, values, ethical standards, tempers, loyalty, etc.

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Advantages..

Offer a more comprehensive view towards the performance of employees. Improve credibility of performance appraisal. Such colleagues feedback will help strengthen selfdevelopment. Increases responsibilities of employees to their customers. The mix of ideas can give a more accurate assessment. Opinions gathered from lots of staff are sure to be more persuasive. Not only manager should make assessments on its staff performance but other colleagues should do, too. People who undervalue themselves are often motivated by feedback from others. If more staff takes part in the process of performance appraisal, the organizational culture of the company will become more honest.

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

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To be successful in their jobs, employees must stretch their skills. They must be forced to learn new skills, apply their skills and knowledge in a new way, and master new experiences.

Developing your skills on the job. Demonstrate your abilities to potential employer. Obtain references Meet new work contacts Take part in structured training Stay connected to the workforce

INTERPERSONAL RELATIONSHIPS

The employees can also develop skills and increase their knowledge about the organization and its customers by interacting with a more experienced member.
It includes mentoring and coaching.

MENTORING

MENTOR : experienced, productive senior employee who helps develop a less experienced employee (the protg).

Mentoring involves an experienced, productive senior employee (the mentor) helping to develop a less experienced employee (the protg). Most mentoring relationships develop informally due to shared interests, values or work assignments, but mentoring can also be formalized into a mentoring program company initiative.
The purposes of Mentoring Programs is: To socialize new employees and to increase the likelihood of skill transfer from training to the work setting. To enable women and minorities to gain the experience and skills needed for managerial positions.

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To develop managers for top-level management positions or to help them acquire specific skills. Group mentoring programs - successful senior employee is paired with four to six less experienced protgs allowing protgs to learn from each other as well as from the mentor and requiring fewer mentors than traditional one-on-one arrangements.

Advantages of formalized mentoring include: 1.) Ensuring access to all employees, without regard to race or gender. 2.) Participants can be informed of what is expected of them.

Limitations of formalized mentoring include that the relationship may not stick if it has been artificially created.

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Benefits of mentoring relationships can emerge for both mentors and protgs.

Benefits to protgs include: 1.) Career support 2.) Psychosocial support 3.) Higher rates of promotion. 4.) Larger salaries. Benefits to mentors include: 1.) Developing interpersonal skills. 2.) Increased self-esteem and sense of worth to the company. 3.) Access to new knowledge in their field.

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Characteristics of Successful Mentoring Programs

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2. 3. 4.

Participation is voluntary.
Matching process is flexible. Mentors are chosen on ability and willingness. Purpose is clearly understood.

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6. 7. 8.

Program length is specified.

Minimum level of contact is specified. Contact among participants is encouraged. Program is evaluated.

9.

Employee development is rewarded.

COACHING
Coach - a peer or manager who works with employees to motivate them, help them develop skills, and provide reinforcement and feedback. The best coaches are empathetic, supportive, practical, and selfconfident but do not appear to know all the answers or want to tell others what to do. Three roles that a coach can play: One-on-one directing the employee and giving him/her feedback. Help employees learn for themselves by putting them in touch with experts who can help them with their concerns and by teaching them how to obtain feedback from others. Provide the employee with resources such as mentors, courses, or job experiences that the employee may not otherwise have access.

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To develop coaching skills, four issues need to be addressed:

1.) Managers may be reluctant to discuss performance issues to avoid confrontation.

2.) Managers may be better able to identify performance issues in employees than to solve them. 3.) Managers may fear that employees will perceive coaching as criticism. 4.) Managers may feel they dont have time to coach effectively.

THE DEVELOPMENTAL PLANNING PROCESS

It involves: identifying development needs. choosing a development goal. identifying the actions that need to be taken by the employee and the company to achieve the goal. determining how progress toward goal attainment will be measured. investing time and energy to achieve the goal. establishing a timetable for development.

Development only for top level executives

Require employees to devote a specific number of hours or spend certain amount of money on development.

Involve individualization, learner control, & ongoing support.

INDIVIDUALIZATIO N LEARNER CONTROL

ONGOING SUPPORT

Sprints Individual Development Plans

Act with Integrity

Develop Leadership

Focus on the customer

Build Relationships

Deliver Results

General Mills Development Plan

Professional goals and motivation

Talents and strengths

Development Opportunities Development objectives & action steps

DEVELOPMENT FRAMEWORK: BOOZE ALLEN HAMILTON

DEVELOPMENT ROLES

DEVELOPMENT ROADMAP

Development Framework

PERFORMANCE EXPECTATIONS

DEVELOPMENT NEEDS

 ConocoPhillips Company.( China)

MANAGEMENT DEVELOPMENT PROGRAMMES

Management Development Programmes (MDPs) provide a chance to; complement natural skills with new knowledge, identify opportunities for growth and build individual strengths. The idea is to incorporate broader strategic considerations into management decisions. A Management Development Programme (MDP) is a series of modules and activities. The duration of an MDP: 3 months to over 2 years. The management development program can entail training of current employees to become managers, or can involve newly hired managers.

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Management Development has become very important in todays competitive environment. According to a survey, those companies that align their management development with tactical planning are more competitive than the companies who are not. It has also been indicated that 80% of the companies report MDP, compared with 90% that provide executive leadership training. For most of the companies 37% of the training budgets go to management development and learning programs. Therefore, it is important to consider management development as an important part of organizational competitiveness.

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Management Development Programmes include: Modular Based Learning Sessions Personal 1 on 1 Business Coaching Personality & Behavioural Profiling Personal 1 on 1 Life Coaching Work Based Assignments & Projects Team Building Events E-Learning Modules Simulations Distance Learning

EXECUTIVE DEVELOPMENT PROGRAMME

Executive development programme involves activities aimed at developing the skills and competencies of those that will have executive positions in organizations. It is an ongoing systematic process that accesses ,develops and enhances ones ability to carry out top level roles in the organization. Executive is commonly used to signify the top 5% to 10% of the organization. In some organizations (typically large multi-nationals), there is a separate executive development team, in other organizations executive development is handled as one of many activities by the larger corporate training group, and in yet other scenarios there is no executive development activity to speak of.

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Executives need training and education to understand and adjust to changes in socio-economic changes. Executive development activities comprises of Assessment Development

Assessment involves :Capability requirement Capability assessment Gap analysis

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Developmental options

1.

On the job stretch assignment:Stretch Assignments are a form of on the job training. Robert HR Smith Business School defines them as those assignment which challenge and potentially broaden a persons current capabilities. These assignments are highly developmental because they require new managers to learn new skills in order to be successful in the assignment, and they have significant challenge which motivates new managers to work hard to improve their capabilities.

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2. Coaching : The trainee works directly with a senior manager or with the person he or she is to replace; the latter is responsible for the trainees coaching.

Coaching may also happen in an informal relationship between one individual who has greater experience and expertise than another and offers advice and guidance, as the other goes through a learning process. Advantage- can be done in short meetings, phone conversations, and internet communication when the executives have time.

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3. Mentoring : Employee training system under which a senior or more experienced individual (the mentor) is assigned to act as an advisor, counselor, or guide to a junior or trainee. The mentor is responsible for providing support to, and feedback on, the individual in his or her charge. Mentoring is effective when : A company is seeking to develop its leaders or talent pool as part of succession planning. A company seeks to more completely develop its employees in ways that are additional to the acquisition of specific skills/competencies. a company seeks to retain its internal expertise and experience residing in its baby boomer employees for future generations`

4. Action learning : It is an educational process whereby people work and learn together by tackling real issues and reflecting on their actions. Learners acquire knowledge through actual actions and practice rather than through traditional instruction. Action learning is done in conjunction with others, in small groups called action learning sets. It is proposed as particularly suitable for adults, as it enables each person to reflect on and review the action they have taken and the learning points arising. This should then guide future action and improve performance.

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5. Open enrollment courses :Open enrollment programmes are typically short duration programmes taught over 4-5 days. They have a functional (e.g. marketing, finance, strategy or leadership) focus or an industry focus. Some open enrollment programmes can be about specific management topics such as Entrepreneurship . On successful completion of such programmes, participants will leave with a strong understanding of the specific functional topic or industry that the programme covers. Companies should look to nominate their high potential leaders to such program to increase their business acumen, functional knowledge and also industry experience.

Conference
A conference is a large official meeting, usually lasting for a few days, at which people with the same work or interests come together to discuss their views A meeting for consultation or discussion. An exchange of views. A meeting of committees to settle differences between two legislative bodies. A conference is usually large, possibly taking up many rooms in a hotel or a convention centre. It usually takes up several days.

Seminars

A seminar is, generally, a form of academic instruction, either at an academic institution or offered by a commercial or professional organization. It has the function of bringing together small groups for recurring meetings, focusing each time on some particular subject, in which everyone present is requested to actively participate. It is essentially a place where assigned readings are discussed, questions can be raised and debates can be conducted. It is relatively informal, at least compared to the lecture system of academic instruction.

Symposium
Symposiums are conferences or meetings that feature various experts who speak on a particular topic for a specified period of time. Afterwards, the speaker fields questions from the audience. A moderator or session chair oversees the symposium and ensures that the speakers and audience stay on track. The most common symposiums are scientific, medical or academic in nature, although symposiums are also quite popular in the business sector. In addition to presentations, many symposiums also include panel discussions, small group discussions and poster presentations. A symposium is usually a whole day or even two-day affair including scholarly talks, dramatic rendering of poetry, music interlude, and creative dance expressions - all evolving from a common theme. Advantage- it helps learners to get assistance to problematic themes and topics in various subjects from expert teachers. Disadvantage- only a limited number of learners is allowed to attend.