Employee Development Methods

1 Employee Development Methods In today’s globalized and hypercompetitive business environment, organizations must develop their employees. Employees' contribution to the organization to a significant extent depends on how the organization uses and develops their skills, qualifications, and talents. Welldeveloped employees are able to foresee, manage and adapt to changes promptly.

There are four main categories of employee development methods. These employee development methods are; formal education, work experience, interpersonal relationships, and appraisal. The organization can yield better results by combining these development methods.

Organizations support employees through formal education programs such as short courses, seminars, workshops, college and university education, and company-sponsored training.

The organization develops employees through work experience by encouraging employees to take up challenging tasks, engage actively in teamwork, and occasionally switch roles to acquire new knowledge and skills. Work experience can also be enhanced through transfers, promotions, demotions, job rotation and assignments to different organizations (Noe et al., 2013). Work experience is an essential method of employee development because it directly benefits the company when employees perform their roles better.

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Assessing employees involves studying their skills, qualifications, behavior, and attitudes and providing feedback that helps them improve. The information used to conduct the assessment is gathered from people who interact with the employee such as colleagues, managers, suppliers and customers. The information is crucial for identifying employees strengths, weaknesses, and their contribution to the organization. Assessments are useful when identifying the employees to promote to positions of higher responsibility.

Interpersonal relationships are an essential tool of employee development because they enhance employees' knowledge of the organization and their work. There are two main interpersonal relationships used in employee development. These are; mentoring and coaching.

In mentoring, an employee is assigned to a senior, more experienced employee to help them develop their career within the organization. On the other hand, a coach is a colleague or manager, who helps to develop an employee by motivating them and encouraging positive behavior.

Benefits of Combining the Four Employee Development Methods Employees' contribution to the organization is, to a great extent, dependent on the organization's efforts towards developing them. Additionally, organizations that focus on developing their employees using a combination of the four development methods are better able to achieve their goals and remain competitive in a fast-paced business environment. Combining the four employee development methods into a formal program facilitates creating a richer and more effective approach to enhancing the skills, knowledge and qualifications of employees.

Many organizations combine these development programs in order to fast-track the achievement

3 of employees’ career goals and subsequently, improve the performance of the organization (Steen, et al., 2016).

Organizations that combine the employee development methods provide a work environment that is conducive for career growth and fulfillment, and as a result, a higher rate of productivity. The impact of employee development is dependent on the strength of the program.

Using a combination of methods, therefore, helps to ensure that employees achieve an allrounded learning experience.

Creating Development Methods for Different Scenarios 1. Plant supervisor dealing with lower quality standards due to employee demotivation In this scenario, the employees know how to perform their duties but their performance is poor because they are demotivated. By nature, plant work is dull and monotonous, which over some time, might lead to demotivation. The best approach to motivating and developing these employees is by enhancing their work experience.

Developing a plant worker’s job experience involves enlarging their current job through various strategies such as; assigning them more challenging duties, transferring them to a different work station, promoting them, moving them downwards, or assigning them to a different organization (Kaehler, & Grundei, 2018). The work experience method of development boosts employees’ morale significantly, especially those who are demotivated due to the monotony of their current roles, such as the plant workers in this case.

2. Salespeople who are annoyed by the micromanagement tendencies of their sales manager The sales role is one of the highest-pressure jobs in any for-profit organization, because their primary objective is to generate revenues. As a result, salespeople would be annoyed and even stressed by a sales manager who monitors their work details. The best development

4 approach for salespeople is through forming positive interpersonal relationships with members of the organization who have more skills, knowledge and experience. Coaching and mentoring provide positive career support; it is also an effective strategy of equipping and motivating employees to achieve their own and the organization's objectives. Instead of a manager who constantly reprimands and micromanages, the sales people need a role model who encourages, and listens to them.

3. Employee has high leadership potential but is not knowledgeable on the financial aspect of the organization The most appropriate tool for developing an employee who has high potential but lacks knowledge in a certain area is formal education. The employee has already demonstrated the ability to lead; therefore, formal training is the most appropriate strategy to increase their knowledge in a certain area (Hosmer, 2015). Developing the employee through formal education equips them to handle additional responsibilities effectively.

4. The organization is putting is planning its production workers into different teams The most appropriate development method when assigning employees to new duties is assessment. This development approach helps the manager measure the employees' current strengths and weaknesses, potential for growth, and communication skills. Therefore, assessments are crucial when assigning individuals to a team because it helps create teams with the right mix of people.

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References Hosmer, D. (2015). The Manager's Guide to Employee Development. American Society for Training and Development Kaehler, B. & Grundei, J. (2018). HR Governance: A Theoretical Introduction.Springer.

Noe, R., Hollenbeck, J., Gerhart, B. & Wright, P. (2013). Fundamentals of Human Resource Management: Fifth Edition. McGraw-Hill/Irwin.

Steen, S. L., Noe, R., Hollenbeck, J.R., Gerhart, B.A., & Wright, P. (2016). Human Resource Management. McGraw-Hill Education.

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