Solve the puzzle of employee development by designing a program to build competencies the organization needs today and in the future.
Leaders have left employees to drive their own development without providing direction or support and without aligning development to organizational needs.
Organizations position development as employee owned, yet employees still feel like their needs aren’t being met, and many leave as a result.
Organizations often have a lot of employee development opportunities but don’t connect the right opportunity to the right employee.
Employee development needs to be employee owned and manager supported, but organization informed to ensure that it meets the organization’s needs. Operating environments change quickly, and organizations need to develop the competencies employees need both today and in the future.
Impact & Result
Design an employee development plan that builds the competencies the organization needs both today and in the future.
Connect the right development opportunity to the right employee through an effective employee development-planning process.
Equip managers and build program support to foster continuous employee learning and development.
Research & Tools
1. Assess organizational needs
Conduct an organizational
needs analysis and compile a list of priority competencies to develop for
identified employee segments. Create a plan to mitigate
barriers, maintain the program, and measure progress and develop an action and
communication plan.
Determine how employees are
assessed, review current and new development programs, design a development
planning process with identified accountabilities of managers and employees.
