Introduction to Human Resource Management. Class 13

Transcription

1 Introduction to Human Resource Management Class 13

2 Class Overview Contrary to popular belief, there is a difference between employee training and employee development. This class, we will be discussing the benefits of developing careers, as well as organizational strategies for employee development.

3 Employee Training vs. Employee Development There are differences between employee training and employee development. Typically, employee training is short-term, task-oriented training, and is group based. Employee development is often long-term focused training, which is skill-oriented and individually based.

4 Employee Training vs. Employee Development Chart Training Short- term focused Task oriented Group based Focuses on the today needs Compliance area strength Information targeted Means Knowledge Piece of development Development Long-term focused Skills oriented Individually based Leads to the tomorrow results Opportunities for development Individually targeted End Expansion Holistically based development

5 Video - Training versus Development Please click on the link above for a video regarding information on training versus development.

6 What is Career Development? Career development is not a one-shot training program or career planning workshop. Rather, it is an ongoing, organized and formalized effort that recognizes people as a vital organizational resource.

7 Benefits of Developing Careers Allows for the retention of top talent. Increases engagement and productivity. Strengthens succession and succession planning. Allows for knowledge transfer and retention. Encourages internal skill and role gap filling. Creates positive employer brand.

8 Before beginning the Career Development Process, it is important to consider the alignment between the employee and the employer

9 Challenges of Developing Careers Who will be responsible for developing employee careers? How much emphasis on career development is appropriate? How will the needs of the diverse workforce be met? Can these needs be met?

10 Career Development Programs Coaching Career Counseling Cross-Training Job Rotation Job Enlargement Job Enrichment Career Development Program Examples Explained

11 Organizational Strategies for Employee Development Mentoring Coaching Job Rotation Tuition Assistance Programs

12 How are you developing your employees? (Tips and Tricks) 1. Identify your mission. 2. Keep learning and don t stop. 3. Develop competencies, based upon the job you have and the job you want. 4. Find a trustworthy mentor.

13 Video - Development Tips Please click on the picture above for a video regarding employee development tips.

14 Competencies Competencies are the measurable or observable knowledge, skills, abilities, and behaviors (KSABs) critical to successful job performance. Understanding employee competency strengths and weaknesses can empower your employees and your organization.

15 Competencies The classification of competencies needed depends on the organization s preferences. With that being said, many competencybased research companies have created competency structures based upon entrylevel, middle, and senior employees. Note: Often there is overlap between competency levels. Lominger is an example of a great competency-based research organization.

16 Examples of Entry-Level Competencies Customer focus Integrity and trust Peer relationships Relationship with supervisor Personal learning Perspective Work / life balance

17 Examples of Mid-Level Career ambition Comfort around management Confronting direct reports Delegation Directing others Fairness to direct reports Hiring and staffing Integrity and trust Managerial courage Motivating others Peer relationships Personal learning Perspective Political savvy Problem solving Work/ life balance Writing skills Competencies

18 Examples of Senior-Level Competencies Business acumen Command skills Timely and quality decision-making abilities Delegation Directing others Fairness to direct reports Hiring and staffing Integrity and trust Managerial courage Motivating others Peer relationships Personal learning Perspective Political savvy Problem solving Work/ life balance Writing skills

19 Importance of Defining Organizational Competencies Determining and defining relevant organizational and job competencies is important to an organization s and an employee s success. Competencies can be specific or general, but should apply to the position and organizational needs. Research suggests that some individuals may be 20 times more productive than others. Matching individual competencies with job competency models puts individuals in positions where they can contribute most. Competency learning cannot promise a 20- fold increase in productivity, but it will move people in the right direction. - William Rothwell

20 Organizational Competencies and the Big Picture

21 Employee Advancement Tips 1. Market yourself 2. Understand trends in business 3. Resolve problems 4. Improve communication

22 Video - Rules for Career Success Please click on the picture above for a video regarding information on career success.