Making the Case for Employee Development

The Plan “Employee Development”

The idea of an individual development plan is a great way to ensure that one is prepared for other positions in the company and increases the ability to move into jobs that may not yet exist. In addition, individual development also helps prepare for changes in both current and future jobs that may result from new technology, work designs, customers, or product markets (Noe, 2010). As a result, I have chosen to focus on four goals that I aim to accomplish within the following year.

1. Move into the position of program manager

The necessary skills needed to accomplish such a role would be as followed:

Mentoring and Coaching – A mentor and coach is an experienced, productive, senior employee who helps develop a less experienced employee.

Job Rotation – A technique that allows employees to move between several jobs in a planned manner. This provides expose and experience in multiple areas involved within the complete process of a product or process.

The rational behind these areas are as followed:

Mentoring and coaching provides the necessary skill needed when developing the ability to communicate in an interpersonal relationship involved with managing a program. Noe mentions that mentoring relationships develop informally as a result of interests or values shard by mentor and protege(pg. 371, 2010).

Job Rotation provides employees with the necessary appreciation of all tasks and goals  involved with the different functions within the company. In addition, improves the development of networking between contacts to improve problem solving and decision making skills (Noe,pg. 367, 2010).

2. Improve communication skills need to ensure proficiency within a program

The necessary skills needed to accomplish such a role would be as followed:

Formal Education -Lectures by business experts or professors, business games and simulations, adventure learning, and meetings with customers.

The rational behind this area is as followed:

Formal Education provides the necessary knowledge needed to broaden understanding of additional applications within the company to prepare potential future leaders of the business (Noe, pg. 351, 2010).

3. Improve the quality of work completed personally

The necessary skills needed to accomplish such a role would be as followed:

Performance Appraisals – The process of being evaluated within the area of performance or tasks completed. In addition, the area of behavior is also reviewed against previous standards personally accomplished.

The rational behind this area is as followed:

The area of performance appraisals is explained by Noe as the process of measuring an employee’s performance regarding specific information. As a result of the implementation of an performance appraisal, I expect to build from the constructive feedback provided from such a process.

4. Provide the role of mentor to multiple areas within the organization

The necessary skills needed to accomplish such a role would be as followed:

Mentoring and Coaching – A mentor and coach is an experienced, productive, senior employee who helps develop a less experienced employee.

The rational behind this area is as followed:

Mentoring and coaching provides the necessary skill needed when developing the ability to communicate in an interpersonal relationship involved with managing a program. Noe mentions that mentoring relationships develop informally as a result of interests or values shard by mentor and protege(pg. 371, 2010).

References:

Laureate Education, Inc. (Producer). (n.d.). Employee Development [Multimedia]. Training and Development. Retrieved from Week seven resources.

Noe, R. A.  (2010).  Employee training and development (5th ed.).  New York, NY:  McGraw Hill.

Stolovitch, H. D., & Keeps, E. J. (2002). Telling ain’t training. Alexandria, VA: ASTD Press.