Partha- Development Using Hrd

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Strategic Plannning Institute of Banking and Management Studies (IBMS)

Employee Development -

Designs & Methods

Presenting By:

PARTHIBAN.CS


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Human Development

Prakash Dhakal, MBA - Human Resource Management Dec 2011

The growth of humans throughout thelifespan, from conception to death.

Development is all aspects of humangrowth, including :

Physical Emot iona l Intellectual Social Perceptual , andPersonality

development.


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Joint and on-going effort on the part of anemployee and the organization for whichindividual works to upgrade the employee'sknowledge, skills , and abilities .

Successful employee development requires a

balance between an individual's career needsand goals and the organization's need to getwork done.


Employee Development


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If so, then why should Employee Skills and Abilities

be Developed ?To make employee more versatile and productive and tomanage difficulty and obstacles in the organization.To grapple with complex change in organization,

technology and process quite successfully.To give the better performance in the organization and forthe work life balance of employees.


A mo re h igh ly sk i l led wo rkforce can accom pl ish m oreas the individuals gain in experience and knowledge



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What Organization Need? - Need AnalysisHigh ProductivityEmployee SatisfactionNeed of ExistenceTackle with situation etc

And then organization should plan for the further process of

employee development according to its need. Need analysisshould be done before implementing employee developmentplan .



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Highly committed employee requires planning,commitment, and a variety of interventions andstrategies that -

- Build continued confidence for employee challengesand Improve skills in managing people

- Help employees become more aware of their impact onothers

- Increase the motivation and ability to set and achieveorganizational and personal goals

- Stimulate continuing skill development and career growththrough self-directed and organization sponsored trainingGO >

Why Employee Development ?



According to a survey conducted by the AmericanManagement Association (AMA), top employeedevelopment techniques used by organizations and

the proportion of businesses using them as theirretention strategy :

Employee Development Issues Used in Companies(%)

External conferences/seminars 78.1 Tuition reimbursement 67.3

Managerial training 66.8 Company support for degree 62.2 Interpersonal skills training 56.8Technical training 54.5Employability training 35.2




It is becoming increasingly popular in severalorganizations, as companies are now moving fromthe traditional term training and development .

Talent development is a core concept of employeetraining, career development, career management,training & development and organizationaldevelopment.

It is expected that during the 21st century morecompanies will begin to use more integrated termssuch as Talent Development.

Talent developm ent refers to an organization's ability to

align strategic training and career opportunities forem lo ees.

Talent Development


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Decision Making Skill Development Method

Interpersonal Skill Development Method

Job Knowledge Increment Method

On the job experiencesCoaching and UnderstudyAction Learning

Organizational Knowledge Development Method

General Knowledge Development MethodSpecific Individual Need

Other Off-the job method of Developing Managers

Methods of HRDProcessFeatures Design



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Organizational Knowledge DevelopmentMethodJob Rotation MethodMulti Task Management

General Knowledge Development MethodSpecific Individual Need





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Organizational Knowledge Development MethodGeneral Knowledge Development Method

Special CoursesMeetingReading (Learning)

Specific Individual Need





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Specific Individual NeedSpecial ProjectsCommittee Assignments GO >





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Specific Individual Need

Other Off-the job method of Developing

ManagersConferences and SeminarsLectures and Programmed Instructions GO > Group Discussion and Role PlayingExecutives Coaches and RESEARCH




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Succession Planning is a process through whichsenior level openings are planned for and eventuallyfilled

Succession Planning Involves:

1. Anticipate Management Needs (based on strategic factorsliked planned expansion)

2. Review the Firms Management Skills ( Education, CareerExperiences, Performance Appraisals and careerperformances )

3. Create Replacement Chart (Summarize PotentialCandidates and each persons development needs for future

division ) Prakash Dhakal, MBA - Human Resource Management Dec 2011

Development for Succession Plannin


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Organizational Change is one of the major issue ofthe HR managers and even more difficult to adoptchange

Faced with the situation like Strategy, Culture,Structure, Technology, Attitude and Skills of theemployees

So, Organization should make their employee ready to change.Employee development is very important for this very emergingpurpose, so that employee themselves can formulate and copewith change.


Development for Managing Organizational Change


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ProvideOpportunit

y

PrepareEmployee

MonitorProgress

CreateConfidence

Training ( looking at the employees performance with thespecific job

tasks. Peer Coaching (Employees coach other individuals on their

jobs) Job Design Changes (to know how the job might be

redesigned to enhance proficiency ) Representing the Department (for meetings and seminars) Delegate Special Projects (make certain the projectchallenges to the employees for motivating and developing

) Assist the Boss (to exposed new business perspective)

The 4-Step Employee DevelopmentPlan


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The Fact:

The ultimate success in developing the employeedepends on the employee themselves.

However, the success of the developmental processdepends on the manager and organizational plan.



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Partha- Development Using Hrd

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