Employee DevelopmentSlideShare Presentation by Stella Sim

Employee Development

Why Develop Your Employees?

• They are one of the Company’s most critical assets. Employees drive organization performance and success.

• Feedback & coaching in development discussions help employees improve their competencies and performance.

• Employees are more motivated and engaged.

• Build and retain a pipeline of the next generation of leaders.

Employee Development

AN EFFECTIVE EMPLOYEE DEVELOPMENT PLAN CAN BE THE

COMPASS TO A SUCCESSFUL CAREER FOR YOUR TEAM MEMBERS.

Stages of Employee Development

Question

• ??

Stage Characteristics Needs Tasks

Exploration and Trial/ Orientation

* New to role or organization*Unfamiliar with processes, tools, culture, people

*Acclimatize to new role or organization*Need more guidance, information, coaching.

*Develop capabilities required for role*Acquire confidence*Establish relationships

Establishment and Advancement

*Has own area of responsibility*Works independently*Demonstrates skills, competencies & confidence*Independence and specialization

*Establish strong credibility and recognition in profession*More empowerment*Produce significant results

*Exploration & networking *Assessment of skills & competencies for new/ additional responsibilities*Develop stronger change management skills

Mid Career : Growth, Maintenance

*Responsible for guiding others*Use breadth of technical / expert knowledge to support organization

*Focus on developing others*Achieve results through others

*Leverage own expertise to develop team members*Serve as mentor & coach

Disengagement *Usually proficient in current role and is bored, or not performing due to lack of job fit*Change in life or career priorities

*Look for alternative career path/role* Prepare for transition

*Seek alternative options based on life’s priorities

SAMPLE DEVELOPMENT PLAN “What” specifically do you want to develop? (Describe your objective in more detail)

Which HP Leadership Standard does this objective focus on?

SKILLS:

Which specific skills or competencies

will be developed through the pursuit

of this objective?

ACTION PLAN:

Identify actionable steps to achieve

goals (critical factor for making the

objective achievable).

BARRIERS:

Identify potential challenges or

barriers to achieve the objectives.

SUCCESS MEASURES:

What are the expected outcomes for

your development upon achievement

of objective?

Elaborate on the skills gap identified and what aspects of it do you want to pursue?

Example:Developing my influencing skills:1. Would like to be more

assertive when discussing interest -divergent issues

2. Broaden my perspectives and try to understand other party’s views

Consider the 70/20/10 learning guide and include mix of development platforms – Experience, Relationship & Education

Example:• Approach XXX to coach me

on my influencing skills and provide me with regular feedback

• Attend training on Influencing Skills

a) Outline the challenges faced

b) Highlight the support or resources required from manager / organization to close the gaps

Example:Challenges – Lacks of corporate perspective when dealing with channel partners

Support – Liaison and network with other BU to understand their strategy and value proposition

Define what success looks like if you successfully closed the gaps

Example:• Build trust and achieve win-

win solutions when negotiating and influencing distributors on the pricing strategy

• Demonstrated willingness by channel partners to accept and pilot test sale of premium products

Target Completion Date:Review with your manager to assess if the timeline is realistic and achievable

CREATING LEARNING OPPORTUNITIES

10% - Education: Knowledge acquired through learning and formal education

•Formal training: attending a class in person or virtually

•eLearning: self-paced classes

•Reading: reading books, articles and journals is an inexpensive way of gaining knowledge and/or keeping current in your matter of expertise

70% - Experience:

Active participation in event or activities leading to the accumulation of knowledge or development of skill

•Improve or develop a specific process: offer to review an existing process or recommend improvements

•Projects: initiate or recommend projects that contribute to success

•Benchmarking: learn from best practices through benchmarking

•Customer visits: take an opportunity to visit a customer site and learn from them what is important

20% - Relationships:

Connection with people to increase your knowledge or build a specific skill

•Coaching: provides a development focus for new competencies and learning through insights and self-awareness

•Mentoring: a relationship with a role model

•Communities of Practice: networks to gain information, insights, experiences and tools about a topic of common interest

As a manager, you can help create some of these learning opportunities for your employees.

Your Role as A Manager - 70/20/10 Model

Thank You!