Types of Employee Development
When it comes to an individual’s development and training approaches, there’s no one-size fits all. Many other variables play a role in each employee’s personal development aspirations and plan. Why does the employee want to grow in a certain direction? What improvements or now skills does the employer want or need from the employee? Is the purpose of the development to grow skills, increase employee motivation, or both? You can already see the need for compromise and communication, which is why so many turn to outsourced HR providers as mediators and strategists.
The employee development process will depend on what goals the employee hddas at the outset. From there, employees can take any number of different approaches to improve their skills and increase their knowledge.
What Is Employee Development?
Employee development is the coordinated process for each employee’s continuous improvement, developed together by the employee and employer. This can be achieved by focusing on improvement of existing skills or developing new ones. Employees may want to become more expert in their current role or cross-train to learn other aspects of the business.
Why is Employee Development Important?
Businesses and people are never static—at least not the ones who want to remain successful. Instead, they maintain a dynamic presence in the market and they create a dynamic environment for their own growth. At a business, this includes enabling growth for employees, encouraging them to develop and try new things.
A company culture that promotes employee involvement sees employees chase new roles and challenges, interact with clients, head projects, and take on leadership positions. Employee development is important because it changes the attitude of the employees about the business. Below are some more of the tangible benefits:
- Employee-driven technological development and adaptation.
- Turns static positions into dynamic roles.
- Develops confidence in employees.
- Reduces overall turnover, increases tenure and promotions
- Employees become more engaged, their morale improves.
- Increases upward mobility of employees.
- Improves company reputation (internal and external), attracts talent.
- Developing “soft skills” improves teamwork and employee interaction.
- Quick response to industry and market changes.
- Increases productivity without pressure, which improves retention.
What is Employee Development in HRM?
One of the main roles of human resource management (HRM) is to monitor and improve the wellness and aptitude of an organization’s workforce. To do this, HR providers use different approaches to employee development.
There are four main types of employee development: formal education, assessment, job experience, interpersonal relationships.
Formal Education – More education and formalized training can be beneficial to the employee’s skill set. But more important than advanced skills is gaining an outside perspective to apply to their current role. Employees can achieve a degree or certification that makes them more valuable in and excited about their role.
Assessment – Assessment helps employees know where they stand in terms of their strengths and weaknesses. This includes how well they fulfill current responsibilities and meet expectations, as well as their path forward. Assessment can feel like receiving a report card, but, when done correctly, it acts as a way to track, monitor, and encourage growth.
Interpersonal Relationships – Mentorship and coaching, cross-training, peer review, and workshops are all interpersonal relationship strategies that allow employees to help each other thrive.
Job Experiences – How often do your employees have the opportunity to work in a different department, tackle a different type of project, or lead a presentation for the first time? Job experiences are a pragmatic approach you can do on a daily basis with employees.
What are the Approaches to Employee Development?
There are many different approaches to and types of employee development. Deciding which to focus on depends on what goals the individual and employer have: what’s the reason behind the additional training? This process involves steps like:
- Identifying the goals and objectives of the business and the employee’s position.
- Making an assessment of the employees skills, responsibilities, and potential.
- Determining goals, benchmarks, and milestones the employee can pursue.
- Developing a timeline or schedule for additional training.
How Do Companies Develop Their Employees? They Rely On Experts.
Determining the best strategy for employee development can be a difficult process for businesses to navigate themselves. These decisions are based on the individual employee, the business need(s), and the resources available. Where to start? That’s when a third party moderator comes into play. HR outsourcing provides an outside perspective, supported by expert background in employee development, to create a personalized strategy for your business.
At Milestone, we understand the importance of working alongside your business and human resource department to create opportunities for employee development. We have a wealth of knowledge and ideas to help your employees feel comfortable taking steps towards growing who they are as an employee of your business.
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