Do you think that personnel development is a challenge faced by modern companies? In fact, the first attempts to ensure personnel growth were made back in the Middle Ages when vocational training was born. In those days, knowledge was passed on through mentors and in-house schools. The next stage was the 19th century when the first production facilities experienced a shortage of well-trained and motivated employees. As a result, factory owners hired specialists who improved team relationships and motivated people to work more efficiently.
At the beginning of the 20th century, the management of the development of the organization’s personnel received a scientific basis. The theory of Frederick Taylor’s “Scientific organization of labor” appeared, which contained tips for increasing labor productivity several times. Today, four well-known schools describe how training and development of personnel should take place. In addition to the classical school of Taylor, there is the Mayo school of relations, Woodward’s theory of randomness, and Wiener’s systems approach.
Today, every company that is focused on growth and efficiency is developing its employees. If this is not done, people quickly burn out, lose interest and start looking for a new job. Therefore, it is important to organize the process of training and development of employees competently. How to do it – read this article.
The Main Goals and Methods of Personnel Development
Before taking concrete steps to develop the company’s personnel, you need to formulate goals and choose the appropriate methods. This is not a mere formality. With clearly measurable staff development goals, the manager can track results and adjust the training program.
The main thing is to understand what you want to achieve and collect statistics. The latter is more convenient to do with the help of LMS. For example, most LMSs collect data about students, analyze them, and generate a visual report for the manager.
What are the employee development goals set by most companies?
- Raise the level of knowledge so that the employee can effectively carry out his work and prepare a personnel reserve for other positions.
- Save budget on finding and hiring more qualified employees.
- Retain experienced employees by ensuring professional growth.
- Create conditions for self-realization of employees, thanks to which the company will reduce staff turnover and increase its attractiveness in the labor market.
The company may have its own learning objectives, which also need to be added to the plan. Once the goals have been formulated, the appropriate methods of personnel development can be selected. HR specialists conditionally divide them into the directive, personal, and interactive:
- Directive methods are built according to the classic teacher-student scheme, which is familiar to everyone from school. This includes offline lectures, workshops, mentoring, coaching, and classic training. Of course, it also encompasses assignments where young employees can often use paper writing service MasterPapers to deal with training and work tasks adequately.
- Personal methods are the opposite of directive. The leading role in training belongs not to the trainer but to the students themselves, who independently find training materials. The employer is only required to create motivation and adjust the process.
- Interactive methods are based on the use of training platforms and distance courses. They can be used to conduct employee onboarding and onboarding, webinars, video tutorials, online conferences, etc.
Personnel Development Management Strategy
A staff development strategy will make the learning process logical and consistent. Its creation is the next step after setting goals and choosing methods. Unfortunately, many young management professionals choose to delegate this complex task to professionals on such services as MasterPapers, where relevant experts write the content they need.
Experts distinguish between situational and systemic strategy. The situational one solves a specific problem; the systemic one covers building a permanent educational process within the company. Further, we will talk about creating a systematic strategy for the development of personnel in the organization.
Start by drawing up individual development trajectories for each employee. To do this, an HR specialist must communicate with a person, find out about his plans and goals. Then, develop an action plan to help the employee achieve career goals.
Write down the conditions under which the employee will receive a raise, bonus, or salary increase. These should be specific, measurable indicators that will be updated as they are achieved.
Choose a way to track results and provide feedback. For example, in many LMS platforms, training reports for each employee are generated automatically. And the ratings clearly show which of the colleagues has achieved the best results. In addition, the supervisor can send a personal message to each employee.
Lead by example. The personnel development program should also apply to managers. Employees will quickly become imbued with the value of training if they understand that it is not for show but is part of the corporate culture.
Planning Is the Biggest Part
After the strategy for managing employee development is ready, you can start implementing it. It doesn’t matter whether you came up with it yourself or employed professional help. In fact, current students get the best choice here because they can delegate their assignment strategy to experts on writing services – Comprehensive Reviews of 5 Best Academic Services in 2021.
At this stage, you need to decide whether the training will be full-time or remote. Even if part of the training will take place in a face-to-face format, it makes sense to implement a distance learning platform (LMS). It automates some of the processes and provides new opportunities.