Design an Impactful Employee Development Program

Solve the puzzle of employee development by designing a program to build competencies the organization needs today and in the future.

RETIRED CONTENT

Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.

Organizations without effective employee development risk:

  • Unproductive L&D expenditure.
  • Lack of training and career growth opportunities for employees.
  • Higher employee exit rates due to a lack of development.

Implementing impactful employee development:

  • Improves productivity.
  • Increases revenue.
  • Reduces attrition.

Book Your Workshop

Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.

Module 1: Assess Organizational Needs

The Purpose

  • Design an employee-owned, manager-supported, and organization-informed development program.
  • Identify goals, opportunities, and challenges associated with employee development planning.
  • Establish the employee competencies and segments.

Key Benefits Achieved

  • Use McLean & Company’s framework to build an impactful employee development program.
  • Gather stakeholder feedback on development planning.
  • Competencies prioritized.
  • Employee segments selected.

Activities: Outputs:
1.1 Review organizational strategy and goals.
  • Organizational strategy and goals reviewed
1.2 Generate insights from other internal data and focus groups.
  • Insights gathered from internal data and feedback
1.3 Conduct a PESTLE analysis.
  • PESTLE analysis completed
1.4 Review required competencies.
  • Required competencies reviewed
1.5 Prioritize competencies.
  • List of priority competencies needed today and in the future
1.6 Identify employee segments (if applicable).
  • Employee segments (if applicable)

Module 2: Design the Program

The Purpose

  • Choose assessment methods.
  • Tailor employee development planning.
  • Set follow-up accountabilities for managers and employees.

Key Benefits Achieved

  • Assessment method determined.
  • Development planning is adapted to employee needs.
  • Accountability for development efforts throughout the process have assigned accountabilities.

Activities: Outputs:
2.1 Identify assessment method(s).
  • Assessment method
2.2 Review development programs and activities.
  • List of required development programs and activities
2.3 Customize the employee development planning process.
  • Employee development process
2.4 Establish manager and employee follow-up accountability.
  • Follow-up accountabilities

Module 3: Build Program Support

The Purpose

  • Cultivate development resources for managers and employees.
  • Align the employee development program with other HR programs.
  • Action plan and devise program communications.
  • Identify relevant success metrics.

Key Benefits Achieved

  • Managers and employees have the support resources needed for development planning.
  • HR practices support and align with development practices.
  • Key actions and messaging planned.
  • Metrics to measure success of the program set.

Activities: Outputs:
3.1 Brainstorm barriers and mitigation to a learning mindset.
  • Barriers to mitigation identified
3.2 Equip managers and employees with tools and resources to support employee development.
  • Employee and manager resources determined
3.3 Integrate employee development with other HR programs.
  • Employee development and HR programs integrated
3.4 Create an action plan.
  • Action plan
3.5 Identify key messages for communication.
  • Communication plan
3.6 Set goals and metrics.
  • Goals and metrics

Book this workshop to accelerate your HR projects