A Historical Perspective Before World War II Tradition - - PDF document

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Complimentary Webinar Series Creating an Effective Development Plan Slides at http://alaska.shrm.org/certificate

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A Historical Perspective

• Before World War II

– Tradition – Socioeconomic status – Family – Gender – Loyalty

A Historical Perspective

• The 1970s

– Women in the workforce – Layoffs – Loyalty contract

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A Historical Perspective

• Today

– Economic competition – Globalization – Skills, education and training – Technology – self‐directed, lifelong learning

A Historical Perspective

• Great Recession

– High unemployment rates but hard to fill high‐ skilled jobs – Added jobs ‐ mix of new skills or skills entirely different – Increased emphasis in talent management and employee development

Business Case

• Develop employees or find new ones?
• Benefits of Employee Development

– Remaining competitive. – Dealing with ongoing skills shortages. – Taking employee development “off hold.” – Adapting to changing business structures. – Increasing worker productivity – Reducing turnover – Aligning employee development with the organization’s needs

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HR’s Role

• Employees manage their own career development
• HR ensures that the organization provides ways for

employees to be more effective in their current roles

• HR shows benefits of development
• Rules to help HR align employee development with the
• rganization’s talent management strategy:

– Know the organization well – Know the needs of employees – Know the industry – Know how to quantify outcomes

Guidelines for Effective Dev Plans

• Gain executive support
• Involve management
• Relate to performance management
• Understand what the employee values
• Know the desired outcome

What is an EDP?

• Documented Plan That Helps Employees
• Learn new skills
• Increase engagement in current position
• Prepare for current and future roles
• Build internal talent
• Adapt to organizational changes
• Become prepared for future opportunities

1/31/2013 4 Career Development Vs. Performance Management

• Career Development: Looking forward –what future experiences and

skills do I want to acquire?

• New role
• Challenging assignment
• Leadership role aspirations
• Performance Improvement: Looking back –what can I learn from past

experiences

• Prior period rating
• Improve in current job
• Get up to speed as a new employee
• Improve current skills

When is an EDP utilized?

• Importance of timing
• Process

Training Needs Analysis Career Development Planning Competency Development

Will all employees need an EDP?

• It will depend on the situation:
• Personal aspirations
• Ongoing dialogue

Everyone can and should be learning something new. We never stop improving . Learning is growth, and growth is healthy.

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Budget

• RESOURCES
• 70‐20‐10 Process
• Educational Assistance Policy
• Shareholder Training and Development Resources

10%

Formal Training

20%

Relationships/Networks

70%

Challenging Assignments and OJT

Creating an EDP

Pre-Planning Conduct a Gap Analysis Create your Development Plan

Career Development Process

Planning Manager Review Discussion Approvals Execute

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Employee Development Methods

• Coaching
• Mentoring
• Individual development plans
• The 9‐box grid
• Cross‐training
• “Stretch” assignments and On the Job Training
• Job enlargement and job enrichment
• Job shadowing
• Job rotation
• Succession planning
• Etc

Common Challenges

• Accountability
• Gaps in talent development capabilities
• Lack of alignment between human capital and business strategy
• Inconsistent execution
• Limited use of meaningful analytics. Few employers track the metrics that matter,

such as the effectiveness of talent management programs.

• Funding challenges

– Analyze and prioritize – Determine what is essential – Cut back creatively – Tap free resources

• Diversity considerations
• Generational issues

Communication

• Expectations
• Eligibility
• Opting out of development
• Identification of “high potentials”

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ROI

• http://www.shrm.org/Education/hreducation/Pages/ReturnonInvestmentTrainingandDevelopment.aspx

Resources

• http://www.shrm.org/hrdisciplines/orgempdev/articles/Pa

ges/AccountabilityCapabilityChallenges.aspx

• http://www.shrm.org/Publications/hrmagazine/EditorialCo

ntent/Pages/0109train.aspx

• http://www.shrm.org/hrdisciplines/technology/Articles/Pa

ges/CMS_006596.aspx

• http://www.shrm.org/Research/Articles/Articles/Pages/Em

ployee_20Testing_20Series_20Part_20III_20‐ _20Assessment_20Tools_20and_20Centers.aspx

• http://www.shrm.org/templatestools/toolkits/pages/engag

inginsuccessionplanning.aspx

Resources, Cont.

• http://www.shrm.org/TemplatesTools/hrqa/Pages/Whatisjobrotatio

n.aspx

• http://www.shrm.org/publications/hrmagazine/editorialcontent/pa

ges/0908hragenda_tyler.aspx

• http://www.shrm.org/hrdisciplines/orgempdev/articles/Pages/Indiv

idualDevelopmentPlans.aspx

• http://www.shrm.org/hrdisciplines/orgempdev/articles/Pages/Mak

eMentoringPay.aspx

• http://www.shrm.org/Publications/hrmagazine/EditorialContent/20

12/0612/Pages/0612moss.aspx

• http://www.shrm.org/hrdisciplines/orgempdev/articles/Pages/Lifel
• ngLearningAccounts.aspx

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HRCI‐Pre‐approved

General Credit

Thank You!

To download a copy of your certificate and slides go to http://alaska.shrm.org/certificate