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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.
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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
 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
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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.
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How Would You Answer
the Following Questions?
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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
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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.
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