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 This content is not maintained and may contain information or links that are out of date.Organizations without effective employee development risk: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.
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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: | |
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1.1 | Review organizational strategy and goals. |
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1.2 | Generate insights from other internal data and focus groups. |
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1.3 | Conduct a PESTLE analysis. |
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1.4 | Review required competencies. |
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1.5 | Prioritize competencies. |
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1.6 | Identify employee segments (if applicable). |
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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: | |
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2.1 | Identify assessment method(s). |
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2.2 | Review development programs and activities. |
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2.3 | Customize the employee development planning process. |
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2.4 | Establish manager and employee follow-up accountability. |
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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: | |
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3.1 | Brainstorm barriers and mitigation to a learning mindset. |
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3.2 | Equip managers and employees with tools and resources to support employee development. |
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3.3 | Integrate employee development with other HR programs. |
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3.4 | Create an action plan. |
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3.5 | Identify key messages for communication. |
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3.6 | Set goals and metrics. |
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