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Approaches to Employee Development

Let’s take a look at approaches to employee development. Four approaches are used to develop employees: formal education, assessment, job experiences, and interpersonal relationships. Many companies use a combination of these approaches. Regardless of the approach used to ensure that development programs are effective, the programs should be developed through the same process used for training design: assessing needs, creating a positive development environment, ensuring employees’ readiness for development, identifying the objectives for development, choosing a combination of development activities that will help achieve the objectives, ensuring that the work environment supports development activities and the use of skills and experiences acquired, and evaluating the program. To determine the development needs of an individual, department, or company, an analysis of strengths and weaknesses needs to be completed so that appropriate development activities can be chosen. Formal education programs include off-site and on-site programs designed specifically for the company’s employees, short courses offered by consultants or universities, executive MBA programs, and university programs in which participants actually live at the university while taking classes. Enrollment in executive education programs or MBA programs may be limited to managers or employees identified to have management potential. Assessment involves collecting information and providing feedback to employees about their behavior, communication style, or skills. At an assessment center, multiple raters or evaluators (assessors) evaluate employees’ performance on a number of exercises. Performance appraisal is the process of measuring employees’ performance. In 360-degree feedback systems, employees’ behaviors or skills are evaluated not only by subordinates but by peers, customers, their bosses, and themselves. Most employee development occurs through job experiences: relationships, problems, demands, tasks, or other features that employees face in their jobs. Job rotation and lateral moves give employees a series of job assignments in various functional areas of the company or movement among jobs in a single functional area or department. Employees can also develop skills and increase their knowledge about the company and its customers by interacting with a more experienced organization member. Mentoring and coaching are two types of interpersonal relationships that are used to develop employees.