Areas and Methods of Employee Development in an Organization

The key to successful employee development is the proper selection of methods and tools. How to plan employee development? Every organization, despite its complex structure, forms a single “organism.” Therefore, investing in the development of one person translates into benefits for the entire enterprise. The more people have the chance to realize their career plans within the company’s structures, the greater the profit. This includes not only financial benefits but also image benefits. Training investments greatly support Employer Branding. How to identify areas for employee development and set achievable goals? What methods yield the best results? Check out how to create effective development plans for employees in your company.

From this article, you will learn: 

• Why it is worth investing in employee development,

• How to identify areas for employee development,

• What development goals can be set for employees,

• Which methods can be used to develop selected competencies.

 

Why is it Worth Caring for Employee Development?

Human capital is one of the most important company resources – especially in times of dynamic artificial intelligence development. When everyone has access to the same technology, the winner is the one who can best utilize it. Therefore, in addition to hard skills, it is worth developing soft skills, which are universal and useful in any profession – both in working with people and AI.

Employees who see the possibility of development within a given organization are more loyal. They are less likely to experience burnout, which negatively affects efficiency. People who can continuously improve their competencies are more creative and goal-oriented. They are characterized by greater flexibility and openness to change. They handle new challenges much more easily.

Development is a time-consuming and long-term process. The key to success is the proper selection of methods and tools.

How to Plan Employee Development? Identification of Needs and Opportunities

Every decision related to employee development should be well planned. Chaotic selection of methods, unsupported by an analysis of company goals and employee needs, will not bring the expected results. It will only lead to wasted resources and budget depletion, which in turn may result in the abandonment of development activities in the future.

Identification of Development Areas

Defining employees’ training needs is an essential element in planning a development plan. Identification can be done, for example, through surveys or competency tests. Examples of areas for employee development can include social, emotional, or leadership skills, as well as hard skills, e.g., for HR employees – the ability to conduct effective recruitment, competency interviews, or AC/DC sessions.

A powerful tool that can help define areas for employee development is the 360-degree assessment. With the methods mentioned above, it is possible to identify the strengths and weaknesses of an employee. The person being assessed becomes more aware of their flaws and strengths.

Setting Individual Goals

Identifying areas that require support is just the beginning. The next step is to create personalized goals that must be specific, measurable, achievable, realistic, and time-bound.  Examples of employee development goals can include developing a specific skill (e.g., assertiveness) or achieving a certain position within the organization (e.g., promotion to department manager).

Selection of Development Methods

Creating a list of goals facilitates the selection of a method that allows for the quickest achievement of the goal. Management can choose from many development methods. However, it is worth remembering that not every method will work in all situations. It is necessary to select tools according to the individual needs of the employee, keeping in mind the previously set goals.

Based on this, an employee development plan can be created, which facilitates monitoring the progress of each employee. To verify the effectiveness of the implemented actions, it is necessary to set the date for the next evaluation (e.g., in 3-6 or 12 months).

The Most Effective Methods of Employee Development in an Organization

Training

Workshops conducted by an experienced trainer are one of the most popular methods of employee development. Training can be individual or group and cover both hard skills and soft skills. Most often, meetings include elements of presentations and exercises. This way, participants have the chance to familiarize themselves with the theory of a given topic and test the newly acquired skill in practice under the guidance of an experienced teacher.

Business Coaching

A series of meetings with a certified coach is effective support in achieving set goals. Business coaching helps employees develop key soft skills for their position, resulting in better business decisions, more efficient work, and maintaining work-life balance, preventing burnout.

360-Degree Employee Assessment

Multifaceted, objective, and more reliable – these are just three advantages of the 360-degree assessment. To provide an opinion about an employee, it is necessary to gather information from many sources, including supervisors, colleagues, subordinates, clients, contractors, and the assessed person themselves. Of course, the selection of people participating in the assessment depends on the company’s structure and the position held. Thanks to this multi-voice approach, the employee can better understand their strengths and weaknesses. They know what skills they lack and what to work on to achieve their goals.

Competency Audit

This tool allows for a reliable verification of key competencies of employees. It helps diagnose many problems, e.g., related to communication within the team, and prevent them from escalating. The competency audit primarily concerns managers and key position holders. Modern diagnostic procedures, such as Assessment & Development Center, are used to assess employees’ competencies. Participants in the competency audit are evaluated by experienced judges (called assessors), who examine previously identified skills, considering elements such as industry specifics or job characteristics. During DC sessions, participants take part in simulation tasks – both individual and group. They also complete professional personality questionnaires.

Setting Areas and Choosing Methods for Employee Development – Summary

The choice of areas and methods for employee development depends on many factors, including industry specifics, the organization’s business goals, and the individual needs of employees. Creating a development plan improves work efficiency and facilitates the implementation of key projects and initiatives for the organization.