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Developing Employees
7
OH 7-1
7-1
Human Resources Management and Supervision
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.
OH 7-2
Develop Employees
OH 7-3
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.
OH 7-4
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.
OH 7-5
Employee Development Process
Identify developmental goals.
Determine how to make improvements.
Evaluate the results.
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Employee Development Planning Meeting
What—meeting to plan employee development
goals and how they will be achieved
When—in conjunction with, but separate from,
an employee’s performance review
How—a planned series of steps
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Development Planning Meeting Process
OH 7-8
Identify time
frame.
Discuss learning
styles.
Discuss
developmental
needs.
Select
developmental
methods.
Create list of
developmental
goals.
Set review/
completion date.
Preparing and Starting Employee
Development Planning Meetings
Meet in a quiet and private place.
Have a clear agenda, collect data about the
employee’s 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 employee’s needs and concerns.
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An Employee Development
Planning 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
Employee’s 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 employee’s goals will likely be unique, but
they should support the operation’s 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 plan’s 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.
OH 7-15
How Would You Answer
the Following Questions?
OH 7-16
1.
The _______ is the person most responsible
for an employee’s development.
2.
A _______ represents the difference between
the skills an employee has, and the skills that
are needed.
3.
A manager (should/should not) ask staff to
clarify personal development goals.
4.
A manager’s feedback and encouragement
given during an employee’s development is an
example of _______.
Employee Development Method—
Cross-Training
Step 1 – Prepare a list of important skills in each
job.
Step 2 – Identify the employees to be crosstrained.
Step 3 – Implement cross-training opportunities.
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Employee Development Method—
Coaching
Observe work behavior.
Analyze work behavior.
Describe behavior and consequences.
Listen to employee’s 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)
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External
training/education
Self-study
Special projects
Temporary
assignments
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?
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1.
What are the two strongest employee
developmental methods?
2.
What traits are important when considering
candidates for cross-training?
3.
It (is/is not) difficult to improve attitudes by
training.
4.
A single event can frequently move an
employee all the way to a final goal.
(True/False)
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
OH 7-24
Chapter Learning Objectives—
What 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.
OH 7-25