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.

Onsite Workshop

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.

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

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