We will break this down into two separate divisions: Departments/Teams and Employees/Roles. The next step is to build a skill matrix or competency model based on this information. We made lists of skills and competencies that need to be developed or improved. Build a Skills Matrix:īased on the previous step, we now know what we need for development and where the real issues/problems exist. We can accomplish this by breaking it down into multiple pieces: 1. The goal of reviewing our Organizational Workforce is to gain a deeper understanding of what our employees can and cannot do. The quickest way to lose your employee’s interest in a new endeavor is for their ideas to fall on deaf ears. Employees must be included during all phases their feedback not only needs to be solicited but regarded. TIP: The key to making this successful is to continually revisit the concept of collaboration. Don’t delay communicating such news: The longer you put it off, inadvertently, it fuels unhealthy rumors and confusion.Plan for one-on-one communication: While broad-stroke communications can take place in group settings, one-on-one sessions are best to discuss personal professional development plans for each employee.It makes it seem more personal and “warm”. In-person is better than emails: Where possible, hold at least some in-person sessions to communicate with employees.Use all tools available: Create a broad-based communication plan, including emails, social media, internal newsletters, company bulletin boards.Communicate from the top: Since any employee development initiative will likely involve some changes to “business as usual” for employees, it’s always nice to have high-level executives share those plans with employees.Communicate frequently: If your assessment and reviews span an extended period – say 2 or 4 months – hold several communication events to keep employees “plugged in”.If employees’ opinion is valued, their level of interest, loyalty to the employer, and production level increases.It’s vital, therefore, that you communicate with them about your business goals and share with them the results of your workforce assessment. Finally, based on everything we’ve done, make a list of all the competencies and skills needed or a list of improvements that need to be made in order for the company to keep developing in the right direction.Įmployees are key to “employee” development. This can be accomplished through interviews, surveys, or past feedback.Ĥ) Improve. What newer technologies are out there that could support your business goals?įormulate other questions specific to your organization and then sit down, again with management if needed, and answer these questions before developing your plan.ģ) Review what’s working and what’s not working in the organization.Whether there are business expansion plans (new markets, additional factories/plants/distribution centers).Where do you see opportunities for improving competitiveness?.Where does the business want to be in the next 2, 4, 6 years?.If needed consult with upper management or leadership.Ģ) Create a macro-level assessment of your business. It is the foundation of the plan, so make sure the objective is clear. Going Back to the Drawing Board (if needed)ġ) Assessing the Company’s Strategy and Business Goals.Īll developmental actions have to be aligned with the Company’s strategy.Our strategy comes without any preconceived notions or assumptions.īy the time you’ve implemented all the steps recommended here, you’ll get a working template and learn how to scale it across your organization. It is based on a tried and tested, a commonsense methodology that delivers tangible results. Our approach to creating customized employee development plans is more of a hands-on approach in which we assess the actual employee or department and formulate a plan specific to their individual goals. Otherwise, the plan will simply be too generalized and unfocused neither of which will truly help the employee. TIP: Understand that an effective professional development plan should be created for specific roles, departments, or even for a specific person – NOT for the whole organization. As a result, they may not fit the developmental needs of your organization. The challenge, however, is that most such templates come with too many assumptions. Typically, you would go online and download an employee development plan template. In this article, we will show you how to create an employee development plan that truly works.Īlso you will get our template with examples, tips for each stage, and best practices that we use for professional workforce development.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |