The main principles of the employee development strategy:
Posted: Tue Jan 21, 2025 8:58 am
training highly qualified employees who can take up management positions;
creating conditions that will allow staff to improve their professional skills, and the company to identify the most professional administrative employees with suitable personal qualities and teamwork skills;
increasing the overall efficiency of working with the personnel reserve.
To ensure the effectiveness components of a job seekers database of such a strategy, it is necessary to work in several directions of its implementation: passive, reactive, preventive and active. If the company faces certain issues, the most important aspect will be the reactive part. This component implies the rapid elimination of problems that arise in the process of employee development.
Direction Meaning Specificity
Passive Not tall
Eradicating passivity in employee development work.
Ensuring balance in the development of specialists
Reactive Prevailing
Eliminating problems when creating a personnel reserve, preventing conflicts when implementing strategy tasks.
Identifying qualified employees who can improve their professional/managerial skills.
Including employees with good potential in the personnel reserve for further development of their competencies.
Preventing outsiders from occupying key administrative positions
Preventive High
Early identification of the need to fill key administrative positions.
Preparing opportunities for employee development.
Formation of targeted personnel programs taking into account the prospects of specialists and possible replacements of key positions
Active Not tall Making adjustments to targeted employee development programs when the need for filling key positions changes
Employee Development Methods
There are two main methods of employee development. The first is implemented directly at the workplace. This includes instruction, rotation, apprenticeship and mentoring. Let's talk about each of these aspects in more detail:
Briefing is an explanation and demonstration of the technique for performing certain tasks right on the spot. It can be conducted by a specialist instructor or an experienced employee of the company. A certain amount of time is allocated for briefing, during which employees must learn to perform specific professional tasks. This method of training does not require large financial investments and allows the staff to develop simple technical skills.
Coaching is a classic way of developing employees that has been used for hundreds of years. It is currently used especially widely in the medical field, winemaking and management. The coach must constantly monitor the development of the trainees and help improve their skills by giving useful recommendations. The mentor can use his position to implement the students' projects and provide them with the necessary resources. In addition, he decides on the promotion of the employee.
Training that is conducted directly at the workplace is practice-oriented and related to the specialist’s production functions.
The training method is selected based on the specific conditions, goals and capabilities of the organization.
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The second method of employee development is implemented outside the workplace. This includes lectures, analysis of practical situations, business games, independent learning:
Lecture. The instructor gives a monologue in which he or she presents the training material to the employees. In this way, employees can absorb a significant amount of information in a short period of time. One speaker can teach several students at once (up to thousands, if we are talking about video lessons), so this method is cost-effective. However, lectures also have their drawback: the listeners do not actively participate in the action.
Study of practical situations or the case study method . The employee examines the description of an organizational problem, draws conclusions and proposes solutions, discussing them with other employees. In this way, a person learns to identify and consider various situations. The process of completing tasks is monitored by trained supervisors-instructors. Students improve their analysis and decision-making skills. At the same time, interns must have a certain level of professionalism and theoretical knowledge.
Business games. Students perform all sorts of professional tasks. The instructor can distribute roles between trainees. This method of training allows improving management (planning, holding meetings, negotiations, etc.) and behavioral (focus on quality, cooperation, etc.) skills in the process of practical activities of employees. However, business games are less useful for obtaining theoretical knowledge and mastering new professions.
Self-study. The simplest method of employee development. To implement it, it is only necessary to provide the staff with auxiliary means: audio and video recordings, textbooks, problem books, training programs. The person independently controls the speed of learning, the number of repetitions, the time of classes, etc. Among the disadvantages of the method, one can highlight the lack of feedback. However, it can be eliminated with the help of a computer training program, which the trainee will be guided by.
Each method has its pros and cons. The most effective training programs include several methods of presenting the material at once.
Let's list the most common development methods.
creating conditions that will allow staff to improve their professional skills, and the company to identify the most professional administrative employees with suitable personal qualities and teamwork skills;
increasing the overall efficiency of working with the personnel reserve.
To ensure the effectiveness components of a job seekers database of such a strategy, it is necessary to work in several directions of its implementation: passive, reactive, preventive and active. If the company faces certain issues, the most important aspect will be the reactive part. This component implies the rapid elimination of problems that arise in the process of employee development.
Direction Meaning Specificity
Passive Not tall
Eradicating passivity in employee development work.
Ensuring balance in the development of specialists
Reactive Prevailing
Eliminating problems when creating a personnel reserve, preventing conflicts when implementing strategy tasks.
Identifying qualified employees who can improve their professional/managerial skills.
Including employees with good potential in the personnel reserve for further development of their competencies.
Preventing outsiders from occupying key administrative positions
Preventive High
Early identification of the need to fill key administrative positions.
Preparing opportunities for employee development.
Formation of targeted personnel programs taking into account the prospects of specialists and possible replacements of key positions
Active Not tall Making adjustments to targeted employee development programs when the need for filling key positions changes
Employee Development Methods
There are two main methods of employee development. The first is implemented directly at the workplace. This includes instruction, rotation, apprenticeship and mentoring. Let's talk about each of these aspects in more detail:
Briefing is an explanation and demonstration of the technique for performing certain tasks right on the spot. It can be conducted by a specialist instructor or an experienced employee of the company. A certain amount of time is allocated for briefing, during which employees must learn to perform specific professional tasks. This method of training does not require large financial investments and allows the staff to develop simple technical skills.
Coaching is a classic way of developing employees that has been used for hundreds of years. It is currently used especially widely in the medical field, winemaking and management. The coach must constantly monitor the development of the trainees and help improve their skills by giving useful recommendations. The mentor can use his position to implement the students' projects and provide them with the necessary resources. In addition, he decides on the promotion of the employee.
Training that is conducted directly at the workplace is practice-oriented and related to the specialist’s production functions.
The training method is selected based on the specific conditions, goals and capabilities of the organization.
Recommended articles on this topic:
Lead generation - what is it? Basic methods and how to manage them
Examples of Marketing Strategies from Apple to Barack Obama
Absolutely Free Internet Advertising: 19 Options
The second method of employee development is implemented outside the workplace. This includes lectures, analysis of practical situations, business games, independent learning:
Lecture. The instructor gives a monologue in which he or she presents the training material to the employees. In this way, employees can absorb a significant amount of information in a short period of time. One speaker can teach several students at once (up to thousands, if we are talking about video lessons), so this method is cost-effective. However, lectures also have their drawback: the listeners do not actively participate in the action.
Study of practical situations or the case study method . The employee examines the description of an organizational problem, draws conclusions and proposes solutions, discussing them with other employees. In this way, a person learns to identify and consider various situations. The process of completing tasks is monitored by trained supervisors-instructors. Students improve their analysis and decision-making skills. At the same time, interns must have a certain level of professionalism and theoretical knowledge.
Business games. Students perform all sorts of professional tasks. The instructor can distribute roles between trainees. This method of training allows improving management (planning, holding meetings, negotiations, etc.) and behavioral (focus on quality, cooperation, etc.) skills in the process of practical activities of employees. However, business games are less useful for obtaining theoretical knowledge and mastering new professions.
Self-study. The simplest method of employee development. To implement it, it is only necessary to provide the staff with auxiliary means: audio and video recordings, textbooks, problem books, training programs. The person independently controls the speed of learning, the number of repetitions, the time of classes, etc. Among the disadvantages of the method, one can highlight the lack of feedback. However, it can be eliminated with the help of a computer training program, which the trainee will be guided by.
Each method has its pros and cons. The most effective training programs include several methods of presenting the material at once.
Let's list the most common development methods.