This document discusses employee development. It begins by defining employee development as formal education, job experiences, relationships, and assessments that help employees perform effectively in current and future roles. It then outlines objectives like defining employee development, describing approaches, and discussing trends in formal education for development. Some key approaches discussed are formal education programs, assessment centers, benchmarks, and performance appraisals. The document also discusses identifying development needs through skills gaps or exceeding performance expectations. Overall, the document provides an overview of employee development, its definition, approaches, and identification of needs.

1. ASM DEGREE & PG
COLLEGE
FOR WOMEN
POWER POINT PRESENTAION
ON
employment development
PRESENT ED
BY
CH DIVYA MADHURI
M.COM (CA ) 2 SEM
H.NO:22010C013

2. Objectives:
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⚫To define the definition of employee development.
⚫To describe approaches to employee development.
⚫To discusscurrent trends in using formal education
for development.
⚫To explain how job experience can be used for employee
development.
⚫To discuss the steps in the development planning process.
⚫To explainthe company strategies for
providing development.

3. What is development?
Development refers to formal
education, job experiences,
relationships, and assessments of
personality and abilities that help
employees perform effectively in their
current or future job and company.
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4. Definition of Employee Development
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⚫Employee development is concerned with preparing
employees so that they can move with the organization as it
develops changes and grows
⚫The approaches to employee development is meant to help
employees perform effectively in their current or future job
and company
⚫Successful employee development requires a balance between
an individual’s career needs and goals

5. Development and Careers
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⚫For an organization to succeed, it needs to focus on the
skills and knowledge's of valued people who can give the
organization competitive and sustainable competitive
advantages.
⚫Employee development is defined to improve skills,
knowledge, and talents of people to make changes.
⚫For example, URS Corporation committed to a culture of
employee development and provides unique
opportunities, resources, and support their employees.

6. Approaches to Employee Development
⚫ Assessment Center
⚫ Benchmarks
⚫ Performance Appraisal
and 360-Degree Systems
⚫ Myer-Briggs Test
Formal
Education
Assessment
Job Experiences
Interpersonal
Relationships
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7. Formal Education
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⚫Formal education programs include:
⚫Off-site and on-site programs designed specifically for
the company’s employees
⚫Short courses offered by consultants or universities
⚫Executive MBA programs
⚫Many countries such as US, UK, Australia, Canada
have been sending some of their employees to Malaysia
to do MBA under the companies’ sponsorship.

8. Assessment (continued)
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⚫Used most frequently to:
⚫identify employees with managerial potential
⚫measure current managers’ strengths and weaknesses
⚫identify managers with potential to move into higher-
level executive positions
⚫Personality assessment tests used at many of the nation’s
largest companies in UK, including Albertson’s grocery
chain and retailers such as Neiman Marcus and Target

9. Assessment Center
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⚫Multiple raters or evaluators evaluate employees’ performance
on a number of exercises
⚫It is used to identify if employees have abilities, personality,
and behaviors for management positions
⚫Types of exercises include leaderless group discussion,
interviews, in-baskets, and role plays
⚫AT&T as an American multinational telecommunications
created a building for recruitment called The Assessment
Center

10. Benchmarks
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⚫Instrument designed to measure important factors in being
a successful manager
⚫Items that are measured include dealing with
subordinates, acquiring resources, and creating a productive
work climate

11. Identifying a Development Needs
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Development Needs
⚫Skill and knowledge
requirements for promotion or
salary advancement.
⚫A change in performance
expectations driven by
changing business objectives.
⚫Goal attainment levels below
expectations.
⚫Technical/functional skills or
behavior competencies that
are not met at full expectation.
Performance Strengths
⚫Significant contributions or
growth areas.
⚫New skills acquired and job-
related advances.
⚫Individual or teams goals
attained beyond the expected
level.
⚫Exceptional performance on
technical, functional skills or
behavioral competences.

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