OH 7-1

Developing Employees

Human Resources Management and Supervision

7OH 7-1

OH 7-2

Chapter Learning Objectives

Explain the function of employee development.

Describe how to set employee development goals and identify opportunities.

Explain alternative employee development methods.

Describe the coaching process.

OH 7-3

Develop Employees

OH 7-4

Why Employee Development?

Employees require all skills needed for the job.

Advanced skills can increase productivity.

Employees need different knowledge and skills. Changes in equipment or procedures may be made.

New governmental regulations may be mandated.

Employees desire different jobs.

OH 7-5

Employee Development Programs

These can be formal or informal programs.

They can involve all employees.

The responsibility for employee development rests with the operation, the supervisor, and the employee.

OH 7-6

Employee Development Process

Identify developmental goals.

Determine how to make improvements.

Evaluate the results.

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Employee Development Planning Meeting

What—meeting to plan employee development goals and how they will be achieved

When—in conjunction with, but separate from, an employee’s performance review

How—a planned series of steps

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Development Planning Meeting Process

Identify time frame.

Discuss developmental needs.

Create list of developmental goals.

Discuss learning styles.

Select developmental methods.

Set review/ completion date.

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Preparing and Starting Employee Development Planning Meetings

Meet in a quiet and private place.

Have a clear agenda, collect data about the employee’s developmental needs, and use an outline.

State that you want to help the employee to improve.

Consider a time frame for development.

Listen to the employee’s needs and concerns.

OH 7-10

An Employee DevelopmentPlanning Meeting

Being prepared for and sincerely interested in helping the employee to improve will help to assure a successful meeting.

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Discussion Topics in Goal-Setting Session

Current work assignments and required knowledge and skills

Current skills and knowledge of the employee

Corrective actions, if any, that are needed

Employee’s career plans, and the skills and knowledge required to meet his/her goals

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Types of Developmental Goals

To attain a skill or knowledge

To improve a skill or attitude

OH 7-13

Setting Employee Development Goals

Each employee’s goals will likely be unique, but they should support the operation’s overall goals.

Managers can help staff establish personal and professional goals and to align them correctly.

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Determining Opportunities for Development

Within the operation, including general and cross-training

Opportunities within the community

Formal education programs Trade/professional association resources

Community library materials

Internet resources

OH 7-15

Establishing and Implementing the Development Plan

The supervisor-employer agreement must address The plan’s time frame and goals

Method(s) for development

How the method(s) will be monitored and measured

The supervisor and employee should meet as agreed to discuss progress and provide feedback.

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How Would You Answer the Following Questions?

1. The _______ is the person most responsible for an employee’s development.

2. A _______ represents the difference between the skills an employee has, and the skills that are needed.

3. A manager (should/should not) ask staff to clarify personal development goals.

4. A manager’s feedback and encouragement given during an employee’s development is an example of _______.

OH 7-17

Employee Development Method—Cross-Training

Step 1 – Prepare a list of important skills in each job.

Step 2 – Identify the employees to be cross-trained.

Step 3 – Implement cross-training opportunities.

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Employee Development Method—Coaching

Observe work behavior.

Analyze work behavior.

Describe behavior and consequences.

Listen to employee’s side.

Give feedback.

Develop alternative corrections.

Select correction to utilize.

Set completion/review date.

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The Coaching Process

Addresses performance behaviors rather than personal traits

Is needed for all hourly employees— not just those aspiring to supervisory positions

Provides feedback, makes suggestions for changes, and helps the employee to improve

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Other Employee Development Methods

Apprenticeship

Informal learning

Job rotation

Mentoring

On-the-job training (OJT)

External training/education

Self-study

Special projects

Temporary assignments

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Employee Development Programs Can Be Ineffective

It is difficult to modify attitudes.

Training may not overcome physical capabilities and aptitudes.

Some people cannot learn certain things.

OH 7-22

How Would You Answer the Following Questions?

1. What are the two strongest employee developmental methods?

2. What traits are important when considering candidates for cross-training?

3. It (is/is not) difficult to improve attitudes by training.

4. A single event can frequently move an employee all the way to a final goal. (True/False)

OH 7-23

Key Term Review

Attitudes

Coaching

Cross-training

Developmental goals

Employee development goals

Employee development process

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Key Term Review continued

Employment development program

Employee goals

Employee performance goals

Knowledge

Skill gap

Skills

OH 7-25

Chapter Learning Objectives—What Did You Learn?

Explain the function of employee development.

Describe how to set employee development goals and identify opportunities.

Explain alternative employee development methods.

Describe the coaching process.