Developing Employees

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Developing Employees
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• Human Resources Management and Supervision

OH 7-1
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Chapter Learning Objectives

• Explain the function of employee development.
• Describe how to set employee development goals
  and identify opportunities.
• Explain alternative employee development methods.
• Describe the coaching process.

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Develop Employees
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Why Employee Development?

• Employees require all skills needed for the job.
• Advanced skills can increase productivity.
• Employees need different knowledge and skills.
• Changes in equipment or procedures may be made.
• New governmental regulations may be mandated.
• Employees desire different jobs.

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Employee Development Programs

• These can be formal or informal programs.
• They can involve all employees.
• The responsibility for employee development rests
  with the operation, the supervisor, and the
  employee.

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Employee Development Process
Identify developmental goals.
Determine how to make improvements.
Evaluate the results.
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Employee Development Planning Meeting

• Whatmeeting to plan employee development goals
  and how they will be achieved
• Whenin conjunction with, but separate from, an
  employees performance review
• Howa planned series of steps

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Development Planning Meeting Process
Identify time frame.
Discuss learning styles.
Discuss developmental needs.
Select developmental methods.
Create list of developmental goals.
Set review/ completion date.
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Preparing and Starting Employee Development
Planning Meetings

• Meet in a quiet and private place.
• Have a clear agenda, collect data about the
  employees developmental needs, and use an
  outline.
• State that you want to help the employee to
  improve.
• Consider a time frame for development.
• Listen to the employees needs and concerns.

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An Employee DevelopmentPlanning Meeting

• Being prepared for and sincerely interested in
  helping the employee to improve will help to
  assure a successful meeting.

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Discussion Topics in Goal-Setting Session

• Current work assignments and required knowledge
  and skills
• Current skills and knowledge of the employee
• Corrective actions, if any, that are needed
• Employees career plans, and the skills and
  knowledge required to meet his/her goals

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Types of Developmental Goals

• To attain a skill or knowledge
• To improve a skill or attitude

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Setting Employee Development Goals

• Each employees goals will likely be unique, but
  they should support the operations overall
  goals.
• Managers can help staff establish personal and
  professional goals and to align them correctly.

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Determining Opportunities for Development

• Within the operation, including general and
  cross-training
• Opportunities within the community
• Formal education programs
• Trade/professional association resources
• Community library materials
• Internet resources

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Establishing and Implementing the Development
Plan

• The supervisor-employer agreement must address
• The plans time frame and goals
• Method(s) for development
• How the method(s) will be monitored and measured
• The supervisor and employee should meet as agreed
  to discuss progress and provide feedback.

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How Would You Answer the Following Questions?

• The _______ is the person most responsible for an
  employees development.
• A _______ represents the difference between the
  skills an employee has, and the skills that are
  needed.
• A manager (should/should not) ask staff to
  clarify personal development goals.
• A managers feedback and encouragement given
  during an employees development is an example of
  _______.

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Employee Development MethodCross-Training

• Step 1 Prepare a list of important skills in
  each job.
• Step 2 Identify the employees to be
  cross-trained.
• Step 3 Implement cross-training opportunities.

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Employee Development MethodCoaching

• Observe work behavior.
• Analyze work behavior.
• Describe behavior and consequences.
• Listen to employees side.
• Give feedback.
• Develop alternative corrections.
• Select correction to utilize.
• Set completion/review date.

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The Coaching Process

• Addresses performance behaviors rather than
  personal traits
• Is needed for all hourly employees not just
  those aspiring to supervisory positions
• Provides feedback, makes suggestions for changes,
  and helps the employee to improve

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Other Employee Development Methods

• Apprenticeship
• Informal learning
• Job rotation
• Mentoring
• On-the-job training (OJT)

• External training/education
• Self-study
• Special projects
• Temporary assignments

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Employee Development Programs Can Be Ineffective

• It is difficult to modify attitudes.
• Training may not overcome physical capabilities
  and aptitudes.
• Some people cannot learn certain things.

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How Would You Answer the Following Questions?

• What are the two strongest employee developmental
  methods?
• What traits are important when considering
  candidates for cross-training?
• It (is/is not) difficult to improve attitudes by
  training.
• A single event can frequently move an employee
  all the way to a final goal. (True/False)

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Key Term Review

• Attitudes
• Coaching
• Cross-training
• Developmental goals
• Employee development goals
• Employee development process

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Key Term Review continued

• Employment development program
• Employee goals
• Employee performance goals
• Knowledge
• Skill gap
• Skills

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Chapter Learning ObjectivesWhat Did You Learn?

• Explain the function of employee development.
• Describe how to set employee development goals
  and identify opportunities.
• Explain alternative employee development methods.
• Describe the coaching process.