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: | |
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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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