Page 40 - Ideal Roadside Guide to Managment

Employee Development Planning
IMplICAtIons
Leadership
• Ensure you have budgets allocated to these types of opportunities and that they are matched proportionately with employees’ preferences.
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Human Resources Managers
• Leverage leaders in various areas
of the organization to discover job- specific training opportunities that you can promote.
• Group training opportunities by job function when communicating them via internal publications.
• Offer manager and leadership development programs that emphasize people skills training. Consider targeted offerings, as new managers might have different needs and concerns than those of executives.
• Provide internal or external technology training, especially when launching new organization-wide technology.
• Help employees find training that
is specific to their field. Young employees especially might not know where to look.
• Use career development conversations as an opportunity to delve into employees’ interest in their field.
Are there areas in which they are specifically interested? Are there areas in which they feel they are weak? These might be opportunities for further development.
• Don’t shy away from suggesting people skills training to employees who seem disengaged.
• Don’t assume older employees aren’t interested in new technology.
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