Career Programs for Special Target Groups
Career development programs are designed to meet specific needs and requirements of a particular group of employees. They can be developed for a particular department of special target groups. Depending upon the group for which the program is to be designed, the activities and workshops involved in it also change accordingly. Therefore, before designing and […]
Evaluation of Reward Processes
Need to Evaluate Reward Processes It is one thing for organizations to institute reward processes and it is another thing for them to evaluate whether the reward processes are being effective. In other words, organizations need to constantly evaluate whether their reward processes are serving the purpose for which they were instituted. For instance, despite […]
Relationship Building Strategies at Workplace
Let us go through few relationship strategies within the workplace: Don’t enter office with the perception that office colleagues can never be good friends. Infact there are people who have their best friends at the workplace only. Leave all your personal problems behind. Don’t start working the moment you enter office. Work becomes monotonous this […]
How to Project Yourself as a Brand by Using Strong Keywords and Updating the Profile Periodically
Before we begin with the topic, we need to understand few pointers such as what is branding? How would you brand yourself? What are those keywords and how to utilize them to create a strong brand presence? These are some questions which need to be clarified before we proceed. Branding: Branding yourself is a technique […]
What is Ghosting and How it Disrupts the Hiring Process and Ways to Tackle this Menace
What is Ghosting and Why it has Become a Serious Problem for All Stakeholders We often hear the term, Ghosting, in Human Resources or HR Literature and Practice used in context of how jobseekers who have been recruited or called for interviews not showing up either on the joining date or leaving without completing the […]
Employee development plans are designed to help employees grow both professionally as well as personally. Employee development Plans help employees in their career development. It is essential for employees to enhance their skills and upgrade their existing knowledge with time to survive the changes in the workplace.
Once an employee development Plan is created, the next challenge is to implement it successfully. You need to be extremely careful while putting your plan in action.
You need to understand why your employees and organization need employee development plan in the first place? Remember, employee development plan does not mean asking employees to fill few forms and questionnaires.
Questionnaires and forms are just a medium through which you can actually know what your employees expect from you? The feedback forms must be read and evaluated properly. Creating piles of documents would not help.
You really need to sit with your team members and discuss their problems individually. Ask them to analyze their skills and knowledge. Let them come up with their problems and challenges they face in their day to day work for you to provide the right and appropriate solution.
Make your employees believe in employee development plans. Highlight the benefits of trainings, conferences, forums, online courses or any other employee development initiatives. Employees ought to get benefitted out of training programs for them to understand the importance and also motivate others to attend the same. Give some kind of special benefits to employees who regularly attend training programs and strive hard to acquire new learnings and knowledge to benefit themselves as well as the organization.
Employee development process does not always mean inviting employees for formal trainings, conferences, sessions, seminars, Webex sessions or formal discussions. Taking employees out once in a while for an informal get together also goes a long way in employee development and motivating them to deliver their lever best. It is not necessary you have to be after your employee’s life to make him attend training programs.
Informal meetings where every employee has the liberty to express his/her opinions also help in employee development. Ask employees to bring their mugs of coffee for morning meetings. Do not create any sort of pressure on them. They would never open up. Their ideas, concepts, opinions should be respected.
You would automatically come to know that employee development plans are implemented successfully when every employee attends training sessions with a smile and shows remarkable progress. Employees should not treat employee development initiatives as a burden.
Managers should keep employees and their career growth at the top of their priority list. Do not be rigid. Do not hesitate if you have to slightly deviate from the policies of organization if it is eventually benefitting the employee and making him happy. A slight modification in the management practices can sometimes make significant impact on employee development.
Appraisals should not come as a surprise to employees.Progess should be discussed with them on a regular basis. Employees must be aware of their key responsibility areas and their growth path in the organization.
Do not treat your employees as “slaves”. No amount of employee development plans would help if you do not respect your employees. Employees must have a say in major organization’s decisions.
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