Employee Development
Overview
This workshop needs to cover the key professional skills that are required for effective employee
development
You need a short list of learning outcomes for your workshop and we suggest that you need to
provide the class with: Brief explanations of employee development
You will need to design some exercises that are aimed at helping the class understand what is
involved with:
·understanding the relationship between HRM, human capital and employee development
·Examining a range of methods used to facilitate employee development
·Critically evaluating these methods and approaches
·Diagnosing the training and development needs of self and of others
·Preparation of development plans for self and for others
You might not be able to cover all of these areas in the one class you have, so you will need to
decide which of these skills you are going to cover. You will have 2 hours to deliver your workshop
and the remaining hour will be devoted to compiling and delivering feedback to you about your
workshop.
These are some of the issues that you may wish to consider as you develop and design your
workshop:
Employee development enables organisations to add value to their activities by developing
human capital (people) and is part of the HR function. The term “human capital” is widely
used in HR to describe people at work and their knowledge, skills and abilities and capacity
to innovate. Human capital reporting aims to provide quantitative as well as qualitative
data on a range of measures to help identify which HR or management interventions will
drive business performance.
CIPD guidance is for training and development needs to be aligned with organisational
outcomes: 'Learning and talent development strategy (LTD) is a strategy that articulates
the workforce capabilities skills or competences required to ensure a capable successful
organisation and that sets out a means of developing these capabilities to underpin
organisation effectiveness – but how is this to be acheived. What are your options?
What is the difference between training and development? Coaching and Mentoring? What
is self-directed learning?
How would you go about diagnosing the learning needs of individuals and groups? How
would you create a learning organisation?
Overview
This workshop needs to cover the key professional skills that are required for effective employee
development
You need a short list of learning outcomes for your workshop and we suggest that you need to
provide the class with: Brief explanations of employee development
You will need to design some exercises that are aimed at helping the class understand what is
involved with:
·understanding the relationship between HRM, human capital and employee development
·Examining a range of methods used to facilitate employee development
·Critically evaluating these methods and approaches
·Diagnosing the training and development needs of self and of others
·Preparation of development plans for self and for others
You might not be able to cover all of these areas in the one class you have, so you will need to
decide which of these skills you are going to cover. You will have 2 hours to deliver your workshop
and the remaining hour will be devoted to compiling and delivering feedback to you about your
workshop.
These are some of the issues that you may wish to consider as you develop and design your
workshop:
Employee development enables organisations to add value to their activities by developing
human capital (people) and is part of the HR function. The term “human capital” is widely
used in HR to describe people at work and their knowledge, skills and abilities and capacity
to innovate. Human capital reporting aims to provide quantitative as well as qualitative
data on a range of measures to help identify which HR or management interventions will
drive business performance.
CIPD guidance is for training and development needs to be aligned with organisational
outcomes: 'Learning and talent development strategy (LTD) is a strategy that articulates
the workforce capabilities skills or competences required to ensure a capable successful
organisation and that sets out a means of developing these capabilities to underpin
organisation effectiveness – but how is this to be acheived. What are your options?
What is the difference between training and development? Coaching and Mentoring? What
is self-directed learning?
How would you go about diagnosing the learning needs of individuals and groups? How
would you create a learning organisation?
