R02 Employee Training and Development - Ashworth College
Employee Development Plan
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Respond to the items below.
Part A: What should be included in a development plan? What do you think is the most important part of the plan for ensuring that employees develop? Explain your choice.
Employee Development Plan is human resource departments that assist employees to reach their professional ambitions or goals to be professional experts and train them for next move of career. Department managers are responsible for constructing the worker development plan (Agam, 2018). The correct one based on worker current position, performance, professional goals, and aptitude. They include-Performance-based worker development plan the reasons for this can be an employee is new in a job and want to get up to speed as fast as possible, struggling with assignments for improvements, preparing for a new role and getting better in your assignments by acquiring skills, knowledge and attributes required in your assignments.
Management by objectives employee development plan these are steps to achieve objectives, the progress is measured in intervals. It contains more information on employees and talents that help in achieving the objectives. Each employee responsibility is written it is efficient in tracking an individual as well as team efforts (Chadwick & Li, 2018).
Succession plan EDP this is preparing an employee in a certain role in an organization for a certain duration assigned simple roles to the complex ones through on-the-job training. For example in teaching a teacher attends teaching practice while in college before starting a teaching job.
The most important is employee based development plan because it reviews the performance of an employee by giving the feedback to the department manager on the weakness and strengths of an employee, on his current or new career in an organization. It is based on the productivity and skills as well as education such as when department manager instructs a worker to complete computer classes and driving class within six months (Eisele, Grohnert, Beausaert & Segers, 2013). These are goals meant to prepare him for a bigger role in an organization. The development plan should include some weaknesses and strengths, areas for the improvement, development or growth goals, and future tasks to help you achieve your goals, and development and training needs. We also believe that part that details development and training requirements is the significant part of development plan. This is done as this section focuses on the development and training required to help you grow and achieve your goals. Development planning must include identifying development needs, selecting development goals, identifying actions that employees and companies need to achieve to achieve goals, determining how to measure progress toward goals, and investing time and effort to achieve them (Guthrie, Flood, Liu, MacCurtain & Armstrong, 2011). Goals and develop a development timeline. The most important part of the plan is motivation. During this stage, the company assists workers in recognize personal and business reason for the change. Managers talk about the steps for dealing with the barriers moreover challenges to growth and development.
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Part B: Nationwide Financial, a 5,000-employee life insurance company based in Columbus, Ohio, uses the nine-box grid for its succession review. What type of development plans and activities would you recommend for solid but not outstanding performers with moderate leadership potential? How would these plans differ from employees with high potential and high performance (stars)? Explain.
A nine-box grid is a three-by-three matrix that is used by a group of managers and executives in a department, functional department, department, or company employee throughout the company (Kar, 2017). This grid is used to analyze and discuss the talent that can cultivate the company's top management positions. Stable but not good performers with medium potential are recommended to include a combination of training and development designed to help ensure their continued robust performance. I would suggest providing occasional opportunities to test them with having them complete challenging assignments and see how they do and react when doing the assignment. Development plans for solid and moderate employees should be based on succession employee plans which prepare them for advancement; they learn and apply new lessons on different and challenging situations. To learn technical, managerial, professional as well as leadership skills required for present role. Through coaching to improve performance and areas of weakness, giving of assignments to enhance specialized skills and also evaluating regularly improvement and the potentiality (Nadezda, Zuzana, Jana & Ildiko, 2017).
The roles of high performers are high and accountability is emphasized while solid with potential performers specific skills of competency are focused to move them from moderate to high. High performers are provided with long and short term advancement opportunities while solid with potential performers are provided with long term advancement opportunities. For workers with medium leaders, combining training and development helps ensure that performance continues. Additional development experience can help them improve their skills or determine their interest. For workers with higher probability, they will get different activities, not depends on their ability, but activities to maintain their knowledge, skills to stimulate future creativity and innovation (Phoewhawm, Yossuck & Tangkittipaporn, 2014).
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Part C: How would you prepare a team of three managers to go to Warsaw, Poland, to oversee the operations of a recently acquired financial services firm? They will be leaving in one month, and the assignment lasts two years.
Preparing management team overseas assignments is an expensive exercise and requires time in selection, training and resettling activities which include -
The duration for two years which the managers will work overseas requires a high expenditure on the upkeep and training them to the new region (Reichel & Lazarova, 2013). The country there are visiting they should be aware of climate, culture, and language in relation to their motherland. If it has a great difference this will affect their performance on the time taken to adopt the environment, hence need for preparation in advance.
They should also be equipped with international skills required in the new assignment because each country has controlled standard s of skills required .they should be trained to acquire them before the dispatch (Roper, Etherington & Lewis, 2017). This improves the reputation of the company overseas.
They should consider the manager's personality and psychology which helps in the flexibility to cope with the differences and changes in foreign countries. This depends on the training and support given to a person.
The overall health of the managers should be good because of the existing diseases in the foreign country caused by the unfamiliar bacteria's and the virus can be dangerous and can cause underperformance for this long time assignment (Saha, 2011).
To prepare workers for the cross-cultural work, companies require providing cross-cultural preparations.
To succeed overseas, foreigners (expatriate work for foreigners) need to:
i. Ability in their field of expertise
ii. Ability to communicate verbal and non-verbal in host country
iii. Flexible, tolerant of the ambiguity, sensitive to the cultural differences
iv. Motivated to be successful, capable to enjoy the challenges of working in another country, as well as willing to understand the language, culture, and customs of the host country
Cross-cultural preparations involve three phases: before departure, on-site or repatriation (ready to return to home) (Vance, 2012). Before departure, the workers are required to receive a language training furthermore training for new national cultures and custom. Foreigners and their families want data about housing, entertainment, and schools, shopping and healthcare facilities in their area of residence.
Part D: Distance learning can be used to deliver a lecture to geographically dispersed trainees. How might distance learning be designed and used to avoid some of the learning and transfer of training problems of the traditional lecture method?
Distance learning for employees is whereby instruction forms of education whereby individuals are not in the classroom but are separated by time and distance with their instructors. There are served with learning materials manuals or use of network technologies (Werner, 2014). For a successful programmer, the planner should include the design, implementation, evaluation, and sustainability of the program.
Designing and evaluation of the program the availability of training materials to the staffs, the environment should also be conducive for learning, training materials and course outline should be adequate to the employees in their respective workplaces (Agam, 2018). Quality control of the programme should be annually audited. If there is communication between the student and the teacher, distance learning becomes more effective, not just broadcasting the lecture in one direction. Making the most of multimedia training methods is more effective than over-reliance on text (Chadwick & Li, 2018).
Part E: Why would a company use a combination of face-to-face instruction and web-based training?
Face - face instruction is where the learner has the teacher or the coach for guidance he gives the purpose, topics and the learner is able to ask questions and get clarification from the teacher. In this mode, the trainee takes notes for revision. This mode is emphasized because there is demonstration by the coach in real life situation to the trainee. The feedback is ready for both trainer and trainee thus evaluation of strength and weakness of trainee and solved (Eisele, Grohnert, Beausaert & Segers, 2013). While web-based is a programme where the students get the learning materials for sending through the internet and uploaded for reading. It uses combination of emails, video, and audio. The employees usually advance at their working environments without traveling to learning institutions frequently. Only they attend face-face for orientation of the program and mentored on the skills of using the computer. Despite the lots of advantages of online learning, lots of companies are turning to hybrid learning methods due to the limitation of connected technologies, workers preference for face-to-face interactions, and the inability of employees to find unplanned time to learn their knowledge from their desktop (Guthrie, Flood, Liu, MacCurtain & Armstrong, 2011).
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