Employee Development Plan

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Employee Development Programs

Where will we be in the future?

And can we afford to lead without a plan?

Thank you, for the opportunity to speak to you about the importance of having a well developed and implemented Employee Development Program.

Introduction:

Hello, My name is Sandra Acol and for the next few minutes I will be sharing with you the following key topics:

1.  We will be discussing what is an Employee Development Program?

2.  What benefits does an employee development program provide our organization?

3.  Who all benefits for the program.

4.  And how does it all work together.

Definition:

An Employee Development Program is often tied to a company’s mission statement, its designed to support its goals, by fostering the company’s core values, as it relate to its business desired outcome, of creating a positive work place environment, as well as, to prepare its talented leaders on how to manage its workforce. (Noe, R., 2010)

Raymond Noe, defines employee develop as “formal education, job experiences, relationship, and assessment of personality and abilities that help employee perform effectively in their current or future job and company.”

An employee development program is designed to orient an individual employee with tools to prepare them for future positions within the company. (Noe, R., 2010)

A development plan plays an important role in ensuring a company’s workforces possess the required components in which to compete in a global market, equipped to deal with diversity and social changes generated by the advancements of technology.  In a continues effort to lead our company down a road, full of success and longevities.

Benefits:

An effective well-supported employee development program will pay-back big dividends, saving our company money due to the reduction in cost of training new employees associated with employee turnover.  Allowing our company to receive financial gains that can be used to fund other programs, fosters an environment that establishes trust and understanding; increasing employee moral, that produces cost saving in areas of recruiting and hiring.  Simply because we will be better equipped to move our talented employees within, to establish a stable work environment; resulting in little impact due to change, and increase employee work performance. (Noe, R., 2010)

A well developed and thought out implementation program supported by document, shows positive result that benefits us in two ways:  by fostering a work environment of mutual respect by showing employees that they matter and are valued.  With this creates a workplace of collaboration and a willingness to get the job done simply because their efforts are recognized and valued by upper management. (Noe, R., 2010)

As well as, develops a stronger management team able to create a positive work environment in which employees want to work within, by producing effective leaders, willing and able to motivate their workforces to successfully surpassing companies achievement.

Who Benefits:

Who benefits from having an employee development program “everyone”?  Both side’s benefits from a more positive environment, that produces healthy and happier employees that are well equipped, to handle today’s market to meet our companies goals.

A few stragies that I recommend be added to the plan are:

360-degree assessment

Tuition Reimbursement

Performance appraisal

To be able to understand our strength and weakness, one must ask the hard questions, and be assets in these areas in which to be able to move forward.  By using this activity together one will be able to understand what’s needed both from the individual employee and what is in the best interest of the company.  By analyzing the information from different perspective such as peers, customers, ones self, managers, and subordinate one can alien an individual aspiration to fit within our organizational needs.  Creating a partnership that grows with time and produces a positive return on our company’s investment. (Noe, R., 2010)

Positive Leadership:

Positive Organizational Scholarships (POS) have made large contribution to the understanding of “Domains of Excellence”.  In a 2008 journal article of Organizational Behavior the term was defined as a compassionate person who can empathize with a person who is suffering and take action in a manner that ease the individuals suffering. (Pace, A. 2010)

And because of this new enlightenment a new perspective to this approach has been documented to produce positive results for companies that have adapt and implement employee development programs that include this mythology.

POS outline elements that create positive leadership environments within an organization.  It breaks it down into four areas:

Positive Climate – that generates positive demeanors that have the abilities to overcome negative emotion that affect the workplace. (Pace, A. 2010)

Positive Relationship – enriched partnership that fosters mutual respect in a working environment.  That creates an atmosphere of energize, inspired individuals that are motivated. (Pace, A. 2010)

Positive Communication – open form type of communication that fosters affirmation, and respect between individuals. (Pace, A. 2010)

Positive Meaning – a universal human need to be apart of a nurturing environment.  This is accomplished when employee’s have a feeling of fulfilled and believe to be valued, providing a sense of empowerment by being allowed to participate in their companies achievement and being recognized for doing do. (Pace, A. 2010)

Through POS's discovery of these four elements have provided us with road maps in which we can follow to design employee development programs to teach us to embrace the fact that negativity in the workplace can’t be completely erased but through a development program one can learn and develop the means in which to handle and defuse situations, turning them into more positive workable solution. Changing the blame game, to what do we need to get back on track. (Pace, A. 2010)

Summary:

We have identified the importance of having a program that can take individual goals and match them with our organizational needs.

How core values and mutual respect create enriching work environments in which produces happier and healthier people to work with.

And how development programs can help prepare managers to lead and motivate its employees to increase productivity.

In turn, all working together to create a work environment that is pleasing to workforce, and ensuring the success of our company through the assurance of a positive return on our investment, our workforce.

This concludes my presentation on the positive impact an Employee Development Program will offer our companies and our employees.

References:

Pace, A. (2010). Unleashing positivity in the workplace.

T+D, 64(1), 40-44.

Noe, R., (2010). Employee Training and Development (5th ed.),

pages 345-381.

Williams, R., & Arnett, L. (2008). The ROI of employee training

and development: Why a hearty investment in employee training and development is so important. Workforce Management. Retrieved fromttp://www.workforce.com/archive/feature/training-development/roi-employee-training-development/index.php?ht

Individual Development Plan

Name:  Sandra Acol                           Date:  June 15, 2012

Manager:  Mr. Johnson

Position:  Instructional Designer (ID)

Section A:  Career Plan

To be able to utilize my degree in away that allows me to share my knowledge and experiences with others.  Allows me to help develop and design training material in a manner that is well suited for my work environment.  Bridging the barriers between subject matter experts and Instructional designers in order to training students.

Core Competencies:

Functional/Technical Skills

Analytical Thinking

Critical Thinking

Problem Solving 

Decision Making Skill

Communication Skill

Time Management

Integrity

Accuracy

Understanding of the Content

Complete 360-Degree Assessment

Goal:  To successfully complete “Job Rotation”

In order to help develop functional knowledge of our schoolhouse material, you will be assigned temporarily to each schoolhouse as a student.  The objective of this learning task is for you to learn the course material as the instructors present it.  This will help you fulfill multiple core competencies requirements.  As well as provide you with a better understanding of the content in which to manage, make recommendation in order to improve the way the course information is presented and developed.

Comments:_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Goal:  To successfully complete “Mentor Program”

You will be assigned a mentor to help guide you as you learn about and how to work within our company culture.  This opportunity will provide you with the foundation in which to operate effectively in order to manage your workload in a timely manger

Comments:_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

 Goal:  To enroll in program designed to continue your education/tuition reimbursement program 

 for degree programs. 

You will be required to take monthly class to develop soft skills in areas of decision making, communication, problem solving, ect.  These requirements are considered long term goals and will help you development these skills over time.

Comments:____________________________________________________________________________________________________________________________________________________________________________________________________________________

Strengths:____________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Weakness:___________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

Technology Partnerships in Training

In the beginning there was technology and training……...

An age old question, when did we first use technology in training?  Training and the use of technology have been traveling on parallel paths during the evolution of education and training.  It has become known for its means in which to support the transfer of knowledge to groups of people.  As depicted in the YouTube video below the two have been intertwined together since the beginning of time.

The History of Technology In Education. (SMARTEduEMEA, 2011)

Technology at times has evolved faster than traditional education and training methods.  And is mostly due to its cost, public support, and its limited adaptability to meet the needs of the many have fizzled out and didn’t stand the test of time.  And was soon replace with other newer and improved technology.  The following are five uses of technology that provide the means or the support in which to transfer knowledge, bring information through training closer to the people who need it:

1.  World Wide Web (WWW) – A depository of a wealth of information limited only by its capacity and the users means in which to access the web.  This technology has provided the education field with a valuable tool in which to allow student access to information that once wasn’t available or limited by its accessibility.  This user-friendly means is now considered a gateway that can lead you down a path towards discovery of a wide range of topics. (Noe, R., 2010)  It provides the means to share information with other across oceans as well as, across the room.  This tool is accessible through the use of browsers and uniform resource locator (URL). (Noe, R., 2010)

2.  Interactive Video – The combining of the best of computer-base training and video technology to created an interactive environment in which a learner can receive one-on-one training through the use of a keyboard and monitor. (Noe, R., 2010)  This technology offers students a cost effective, yet flexible means to learn interpersonal skills and technical procedures in large groups that may be separated by distance.  It also provides students an opportunity to work at their own pace and the flexibilities to manage their time while learning. (Noe, R., 2010)

3.  Online Learning – The delivery of training utilizing a computer and web access.  There is two types of online learning:  Internet-based and Intranet-based training. (Noe, R., 2010)  Both types utilize the use of a computer and a network.  Internet-base uses the Internet to access information from a public shared web access and intranet-base is company provided private access to a shared network. (Noe, R., 2010)  Both store training information on each perspective network sites and both provide a cost effective and flexible means for students to gain knowledge when and where every they are, as long as they have access. (Noe, R., 2010)

4.  Simulation – Provides a student with an environment that replicates the standard and its conditions required to perform the given task.  By creating a simulation of its actually environment this provides students with a perspective of realism to improve their cognitive thinking skills (Noe, R., 2010) This is done in order to provide students with a safe realistic environment in which to learn and practice under supervision.  It also, provides students with instant feedback regarding areas of strength and weakness in order to make corrections to improve their performance of the task. (Noe, R., 2010)  Although considered an optimal learning environment its cost and operation requirements limit its use to training that benefit most from this method verse other methods.

5.  SMART Boards – considered an interactive whiteboard is changing the way training is conducted in the classroom.  What was once an instructional environment of chalkboards and flipcharts are now replaced with interactive SMART Boards, providing teachers with the means to save lessons for those students to access who are having trouble understanding; create video files without using more equipment; presenting digital story telling activities etc., that can be shown to students on a large screens.  This technology has shown positive results for teaching students with disabilities by helping them to communicate and learn using other means.  Although its uses are great, it requires some form of training in order to use it and is very costly.  Most school district have limited funding and can’t afford them or will only be able to get one or two making the use of this technology limited. (Kelsey & Margame, n.d.)

Although the advancements in technology has greatly improved and have benefited training by bring information to more people, making the world smaller and more accessible to the same information.  The same old saying still applies, if the means (technology) doesn’t fit the desired outcome in order to cause a positive effect that enhance the transfer of knowledge, its not good training.  (Stolovitch, H., 2004) When technology is correctly partnered with the appropriate training needs, it creates a match that ensures the success of transferring knowledge and skills to students, but if this is not the case, its just training for the sake of using technology.  (Noe, R., 2010)

References:

Stolovitch, H., & Keeps, E. (2004). Training Ain't Performance. Alexandria, VA: ASTD.

Stolovitch, H. D., & Keeps, E. J. (2004). Beyond training ain’t performance field book: Strategies, tools, and guidance for effective workplace performance. Alexandria, VA: ASTD Press

Noe, R. A. (2010). Employee Training and Development. New York: McGraw-Hill/Irwin 

SMARTEDUEMEA (2011).  The history of technology in education, from YouTube http://www.youtube.com/watch?v=UFwWWsz_X9s

Kelsey & Margame (n.d). Integrating Technology In K12/SmartBoards in a Classroom, http://en.wikibooks.org/wiki/Integrating_Technology_In_K12/SmartBoards_in_a_Classroom