Home' Trinidad and Tobago Guardian : March 18th 2014 Contents B4
Guardian www.guardian.co.tt Tuesday, March 18, 2014
Employee Development refers to steps taken by
an organisation to enhance the skills of an employee
and motivate him/her to acquire new knowledge and
leanings. Employee development activities upgrade
an individual s existing knowledge, sharpen his/her
skills and also prepare him/her to take up new oppor-
tunities in the future.
As a result of trainings and employee development
activities, employees face adverse conditions, unfore-
seen situations and challenges with a smile.
1. REASON AND RATIONALE
No amount of trainings would help unless and
until an employee realises the value. An individual
must understand as to why trainings are being organ-
ised? Remember, no organisation would like to spend
its money on non productive activities or something
which would neither help the employees nor the
employer. Your manager would not know what all
new skills you need to learn ? The success of employee
development plan to a large extent depends on the
Organisations must encourage their employees to
think about their growth chart in the organisation
and how would they achieve the same ? Each employ-
ee should be aware of his/her roles and responsibilities
and how can he/she contribute more effectively
towards the organisation. It is always better if employ-
ees come up with their own development plans and
what all new they would wish to learn for them to
Human resource professionals can prepare various
questionnaires which can be circulated among
employees to know their opinion. Let your employees
suggest you activities which will help them develop
The questionnaire can have basic questions like:
• Key responsibility areas of an individual
• Skills needed to perform his/her duties
• Major achievements
• Where does one see himself/herself five years
down the line?
• New initiatives one would like to handle
• New skills one would like to learn
Such questions help the management know the
current position of an employee and what all areas
he needs to be groomed and trained ?
2. PLAN DEVELOPMENT ACTIVITIES
Once you have a rough-cut idea of what your
employees expect out of you, start preparing devel-
opment plans. A common development plan would
not work out for all employees . Every employee is
Organise various internal as well as external trainings
keeping in mind the employee s requirements and
how the training program would benefit him/her.
Design the training programs in line with the organ-
isation s needs and demands. Encourage employees
to sit with an open mind and interact with the trainer
as much as they can. Mere one way communication
makes the training boring and nothing productive
can be derived out of it.
Encourage employees to work in teams. Individuals
do train their counterparts on jobs. Ask individuals
to train their fellow workers. This would not only
train other employees but also make the trainer pro-
ficient. Motivate employees to learn from each other.
Allow employees to discuss their work on an open
forum once in a week. Such activities help in infor-
mation and knowledge sharing.
Employers must sit with their employees to under-
stand how certain jobs can be redesigned for an
increased output. Let employees come out with inno-
vative ideas. Acknowledge and appreciate their new
concepts and suggestions.
Give additional responsibilities to employees. Ask
them to represent their teams, prepare reports, track
their team s performances and so on. Make them
accountable for their team s performance or new
processes. Let them take charge.
Let employees assist their managers in
day to day work. Team leaders can take their
team members for business meetings or
crucial deals once in a while. Taking them
out for meetings and providing them the
chance of interacting with clients will give
them the necessary exposure.
3. PERFORMANCE MONITORING
You need to keep a track of what your
employees are up to? Proper feedbacks are
essential. Sit with your employees after each
quarter and review their performances.Give
them necessary suggestions as to how they
can improve their performance. If they have
not performed well once, do not shout on
them or demotivate them.
4. CREATE CONFIDENCE
Trust your employees. Make them feel
that you are there with them. Don t always
count their mistakes; rather appreciate them
whenever they do something extraordinary.
Support your employees to expect loyalty
Employee development plan
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