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Employee Development and Retention Strategies for Organizational Growth

   

Added on  2019-10-31

11 Pages2096 Words184 Views
Leadership Management
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Running Head: EMPLOYEE DEVELOPMENT1Employee Development NameDate
Employee Development and Retention Strategies for Organizational Growth_1

EMPLOYEE DEVELOPMENT2Table of ContentsIntroduction......................................................................................................................................3Evaluation Of The Case Questions Regarding Training Needs......................................................3Prioritizing Training Need Program............................................................................................3Process and Steps to Consider in Achieving an Adequate Training Need Program....................4Communication on training needs...............................................................................................4Organizational Compensation Review.........................................................................................5Training Needs Program..................................................................................................................5Questions to Consider when Interviewing a Potential Employee...................................................6How do you evaluate and monitor employee performance and its significance?........................6How will the organization help you achieve your goals and objectives?....................................6How often and why should the company review your performance? Should the report be connected to compensation benefits?...........................................................................................7To what extend will you provide for employee training in an Organizational budget?..............7Name types of employee training needs and their significance......................................................7Technical training.....................................................................................................................7Skills Training..........................................................................................................................8Soft Skills Training..................................................................................................................8Conclusion.......................................................................................................................................8
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EMPLOYEE DEVELOPMENT3References........................................................................................................................................9IntroductionEmployee development is one of the critical human resource aspects of every organization that needs consideration. This research paper examines the development of employees and meeting the training needs of employees. It commences with analysis the questions on the article based on merit and impact on the development of employee skills and knowledge. Further, the paper discusses ideal steps and direction to arrive at a practical and efficient training needs analysis program that seeks to address gaps in performances. The research later highlights and addresses additional questions that potential employee of an organization can be asked to shape their expectations and determine their worthiness to the company. Finally, the article closes with a conclusion. Thus, it is critical for unveiling valuable information regarding the employee development.Evaluation Of The Case Questions Regarding Training NeedsPrioritizing Training Need ProgramOrganizations need to have right staff with relevant skills and experience for them to achieve their goals and objectives. Achievement of these requirements propels companies to the realization of corporate goals and objectives. This, therefore, calls for gap analysis of the organization's employees and plans initiated to commence training needs exercise. Training requirements program is of importance to address the gaps identified in workers and resolve them for the company to achieve optimum performance (Bidisha & Mukulesh, 2013.
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EMPLOYEE DEVELOPMENT4The human resource personnel needs to prioritize training needs basing on the connectionand impact on employees responsibilities and duties. This will also give weight to training requirements and focus and necessary interests directed from the employees. Additionally, prioritizing the needs will save the company response time to an issue affecting the core operation so the business than focusing on trivial matters (Noe, Alena & Howard, 2014). Due to this, organization's resources are adequately spent on this area.Process and Steps to Consider in Achieving an Adequate Training Need ProgramThe process of designing training needs is important to capture entirely and satisfactorily the areas the employees of the organization need improvement and additional training. The process needs to be friendly and employee-centered so that the management get it right in regards to the realities on the ground. This, therefore, calls for best practices which include involving all the stakeholders in this process (Gandel, 2015).Ideally, training assessment should be rolled out to the employees in procedurally considering their corporate levels and time coincidence. Consequently, feedback from the training assessment will help guide the whole organizations on areas to relook and major when designing the training needs program. Further, the steps involved in forming training needs plan is as important as the final product. The roadmap to this effective program will ensure that all factors are considered and factored in the final program.Communication on training needsTraining needs plan seeks to address different gaps as viewed in various employees. Due to the disparity in levels of the employees, the human resource personnel needs to have different and customized communication done to their employees basing on their positions in the
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