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Strategic Plannning Institute of Banking and Management Studies (IBMS) Employee Development - Designs & Methods Presenting By: Prakash Dhakal IBMS – MBA – III
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Strategic Plannning Institute of Banking and Management Studies (IBMS)
Employee Development -Designs & Methods
Presenting By:
Prakash DhakalIBMS – MBA – III
Outlines
Introduction to Employee Development
Need of Employee Development
Design and Methods of Development
Benefits from Development
Some Facts and Examples of Employee Development Practice in Organizations …
Trends of Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
Human Development …
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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.
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.
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
A more highly skilled workforce can accomplish more as the individuals gain in experience and knowledge …
Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
- Need Analysis
Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
What Organization Need? - Need Analysis
High ProductivityEmployee Satisfaction Need of ExistenceTackle 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 .
Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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 >
Why Employee Development ?
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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 in Companies (%)
External conferences/seminars 78.1 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
Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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 employees.
Talent Development
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.
Features of HRD
DesignProcess Methods
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Process of HRD DesignFeatures Methods
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
Design of HRD ProcessFeatures Methods
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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 GO > Group Discussion and Role Playing Executives Coaches and RESEARCH
Methods of HRD
ProcessFeatures Design
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
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 …)
4. Management Development (Using on the job and off the job method)Prakash Dhakal, MBA - Human Resource Management Dec –
2011
Development for Succession Planning
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
Development for
Managing Organizational Change
Class Discussion Topics
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
New Employee Training and Development - Is It Worth the Investment?
The Challenges of Employee Development
Personnel Vs. Personal Development
IT and Employee Development
Video: Employee Development
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
II
The 4-Step Employee Development Plan
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
Prepare the
Employee
Monitor Progress
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?
Provide Opportunity
The 4-Step Employee Development Plan
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
Monitor Progress
Prepare Employee
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.
Provide Opportunity
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
ProvideOpportu
nity
Prepare Employee
Monitor Progress
Create Confidence
Training ( looking at the employee’s 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 Boss (to exposed new business perspective)
The 4-Step Employee Development Plan
The 4-Step Employee Development Plan
Prakash Dhakal, MBA - Human Resource Management Dec – 2011
Create Confiden
ce
Prepare Employee
Monitor Progress
Provide Opportunity
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.
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
Trends on 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
Have a Nice
Day !
References:
Gary Dessler and Biju Varkkey – Human Resource Management – training and developing employees (pg 295 to 331)
Bharatiar University, School of Distance Education – Human Resource Management (pg 87 to 114)
Web Sources:
http://humanresources.about.com/od/trainingtrends/a/training_trends.htmhttp://management.about.com/cs/people/a/NEO112597.htmhttp://www.wikipedia.orghttp://www.google.com
