partha- development using hrd
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Strategic Plannning Institute of Banking and Management Studies (IBMS)
Employee Development -
Designs & Methods
Presenting By:
PARTHIBAN.CS
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Human Development
Prakash Dhakal, MBA - Human Resource Management Dec 2011
The growth of humans throughout thelifespan, from conception to death.
Development is all aspects of humangrowth, including :
Physical Emot iona l Intellectual Social Perceptual , andPersonality
development.
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Joint and on-going effort on the part of anemployee and the organization for whichindividual works to upgrade the employee'sknowledge, skills , and abilities .
Successful employee development requires a
balance between an individual's career needsand goals and the organization's need to getwork done.
Prakash Dhakal, MBA - Human Resource Management Dec 2011
Employee Development
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If so, then why should Employee Skills and Abilities
be Developed ?To make employee more versatile and productive and tomanage difficulty and obstacles in the organization.To grapple with complex change in organization,
technology and process quite successfully.To give the better performance in the organization and forthe work life balance of employees.
Prakash Dhakal, MBA - Human Resource Management Dec 2011
A mo re h igh ly sk i l led wo rkforce can accom pl ish m oreas the individuals gain in experience and knowledge
Employee Development
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Prakash Dhakal, MBA - Human Resource Management Dec 2011
What Organization Need? - Need AnalysisHigh ProductivityEmployee SatisfactionNeed of ExistenceTackle with situation etc
And then organization should plan for the further process of
employee development according to its need. Need analysisshould be done before implementing employee developmentplan .
Employee Development
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Highly committed employee requires planning,commitment, and a variety of interventions andstrategies that -
- Build continued confidence for employee challengesand Improve skills in managing people
- Help employees become more aware of their impact onothers
- Increase the motivation and ability to set and achieveorganizational and personal goals
- Stimulate continuing skill development and career growththrough self-directed and organization sponsored trainingGO >
Why Employee Development ?
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According to a survey conducted by the AmericanManagement Association (AMA), top employeedevelopment techniques used by organizations and
the proportion of businesses using them as theirretention strategy :
Employee Development Issues Used in Companies(%)
External conferences/seminars 78.1 Tuition reimbursement 67.3
Managerial training 66.8 Company support for degree 62.2 Interpersonal skills training 56.8Technical training 54.5Employability training 35.2
Employee Development
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It is becoming increasingly popular in severalorganizations, as companies are now moving fromthe traditional term training and development .
Talent development is a core concept of employeetraining, career development, career management,training & development and organizationaldevelopment.
It is expected that during the 21st century morecompanies will begin to use more integrated termssuch as Talent Development.
Talent developm ent refers to an organization's ability to
align strategic training and career opportunities forem lo ees.
Talent Development
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Decision Making Skill Development Method
Interpersonal Skill Development Method
Job Knowledge Increment Method
On the job experiencesCoaching and UnderstudyAction Learning
Organizational Knowledge Development Method
General Knowledge Development MethodSpecific Individual Need
Other Off-the job method of Developing Managers
Methods of HRDProcessFeatures Design
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Decision Making Skill Development Method
Interpersonal Skill Development Method
Job Knowledge Increment Method
Organizational Knowledge DevelopmentMethodJob Rotation MethodMulti Task Management
General Knowledge Development MethodSpecific Individual Need
Other Off-the job method of Developing Managers
Methods of HRDProcessFeatures Design
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Decision Making Skill Development Method
Interpersonal Skill Development Method
Job Knowledge Increment Method
Organizational Knowledge Development MethodGeneral Knowledge Development Method
Special CoursesMeetingReading (Learning)
Specific Individual Need
Other Off-the job method of Developing Managers
Methods of HRDProcessFeatures Design
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Decision Making Skill Development Method
Interpersonal Skill Development Method
Job Knowledge Increment Method
Organizational Knowledge Development MethodGeneral Knowledge Development Method
Specific Individual NeedSpecial ProjectsCommittee Assignments GO >
Other Off-the job method of Developing Managers
Methods of HRDProcessFeatures Design
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Decision Making Skill Development Method
Interpersonal Skill Development Method
Job Knowledge Increment Method
Organizational Knowledge Development MethodGeneral Knowledge Development Method
Specific Individual Need
Other Off-the job method of Developing
ManagersConferences and SeminarsLectures and Programmed Instructions GO > Group Discussion and Role PlayingExecutives Coaches and RESEARCH
Methods of HRDProcessFeatures Design
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Succession Planning is a process through whichsenior level openings are planned for and eventuallyfilled
Succession Planning Involves:
1. Anticipate Management Needs (based on strategic factorsliked planned expansion)
2. Review the Firms Management Skills ( Education, CareerExperiences, Performance Appraisals and careerperformances )
3. Create Replacement Chart (Summarize PotentialCandidates and each persons development needs for future
division ) Prakash Dhakal, MBA - Human Resource Management Dec 2011
Development for Succession Plannin
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Organizational Change is one of the major issue ofthe HR managers and even more difficult to adoptchange
Faced with the situation like Strategy, Culture,Structure, Technology, Attitude and Skills of theemployees
So, Organization should make their employee ready to change.Employee development is very important for this very emergingpurpose, so that employee themselves can formulate and copewith change.
Prakash Dhakal, MBA - Human Resource Management Dec 2011
Development for Managing Organizational Change
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ProvideOpportunit
y
PrepareEmployee
MonitorProgress
CreateConfidence
Training ( looking at the employees performance with thespecific job
tasks. Peer Coaching (Employees coach other individuals on their
jobs) Job Design Changes (to know how the job might be
redesigned to enhance proficiency ) Representing the Department (for meetings and seminars) Delegate Special Projects (make certain the projectchallenges to the employees for motivating and developing
) Assist the Boss (to exposed new business perspective)
The 4-Step Employee DevelopmentPlan
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The Fact:
The ultimate success in developing the employeedepends on the employee themselves.
However, the success of the developmental processdepends on the manager and organizational plan.
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