Why Employee Development is Important?
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This presentation talks about why there is a need of employee development with the help of a case study of Dutch Lady Malaysia
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Why Employee Development is Important?
- 1. Why it is important ? Employees Development
- 2. Why Employees Development is necessary? Human Resource Development includes opportunities such as employee training, employee career development, performance management and development, coaching, mentoring etc. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. SNEAK PEEK
- 4. Primary Objective Companies of the 21st century have to engage in Employee Development, in order for the organization to achieve its goals. It has to develop its main core of the company which is the employees which are the assets that drives the company to its goals. Employee development includes training of the employee, an emphasis on the internal advancement of the entry-level or low-skilled workers. Encouraging employees to acquire new or advanced skills by providing training facilities and avenues where new ideas can be applied.
- 5. Dutch Lady Milk Industries Berhad (“Dutch Lady Malaysia”) the leader in branded quality dairy business in Malaysia. Incorporated in 1963, Dutch Lady was the first milk company in Malaysia to be listed on Bursa Malaysia, the local Stock Exchange in 1968. In Dutch Lady Human Resource faces challenges from all levels from executives to managers, and these employees are being challenged daily by frustrated employees. Human resource challenges is costing the company time, money, resources, lost opportunities, and reduced productivity. DutchLady MaLAySIA
- 6. Training can also be considered as employee turnover. Challenges that were encountered with learning are that computer based training programs tend to be entirely self-directed. Low Learning-Orientation 0604 05 0301 02 Lowering turnover and improving organizational performance Help employees gain proper knowledge and skills needed to meet the environmental challenges.. Performing a Training need Analysis Literature Review
- 7. The reason for conducting a TNA is to ensure the training effectiveness, ensure return of investment in the training, minimize errors made in the training programs try to solve performanceproblems and in the absence of TNA the training program will have little or no contribution to the achievement of the organization objectives. Conducting TNAforall Employees
- 8. The Analysis Stage which is the first step involves accessing new employees training needs. The aim is to give new employees the skill and knowledge to do the job. InstrcutionalDesign The Instructional Design, second step will consist of the duration which will take 4-12 weeks depending on size of the department.. Evaluation Evaluation is the final or fourth step. This process will involve determining the participant reaction to training program, how much participants have learned and transfer of the training back to the job. The third step, Program Implementation Method that I would recommend for the different types of training methods including on Job Training, Informal Lectures and Computer based training. Proposed Solution ProgramImplementation AnalysisStage
- 9. Critical Success Factor Talent Assessment Programme Long term service appreciation Creating a sense of belonging among the employees Annual Dinner, Family Day and Sports Club
- 10. To sum it up, Employee development will always be an on-going process for the organization. In order to continue to retain employees, the organization has to make employee development part of its core objectives and also to keep ahead of the business environment. A learning organization is always a fruitful and ever evolving in its industry and worldwide
- 11. ThanksDo you have any question? Feel free to ASK
Notas do Editor
- Dutch Lady Milk Industries Berhad (“Dutch Lady Malaysia”) the leader in branded quality dairy business in Malaysia. Incorporated in 1963, Dutch Lady was the first milk company in Malaysia to be listed on Bursa Malaysia, the local Stock Exchange in 1968. Its holding company is Royal Friesland Campina, a Dutch multinational corporation and one of the largest milk companies in the world. Dutch Lady Malaysia manufactures and sells a variety dairy products and fruit juices for the home and export market such as Infant Formula, Growing-up Milk, Powdered Milk, Condensed Milk, UHT Milk, Sterilised Milk, Pasteurised Milk, Cultured Milk, Yoghurt and Fruit Juice Drinks. The Company’s dairy products have a strong consumer following and are represented by strong brands such as Dutch Lady, Frisolac, Friso, Completa, Omela and Joy. Dutch Lady motto is “Great ready for Life” as it applies to the products that they carry is also applies to the employees of Dutch as they use employee development to build the employees. At Dutch Lady Office in Malaysia, the 600 employees continue to discover ideal environment for lively, approachable team players who combine initiative with a genuine enthusiasm to learn. In Dutch Lady Human Resource faces challenges from all levels from executives to managers, and these employees are being challenged daily by frustrated employees. Human resource challenges is costing the company time, money, resources, lost opportunities, and reduced productivity.
- 1) Training needs analysis need to ensure that training addresses existing problems, and is tailored to organizational objectives, delivered in an effective and cost efficient manner. Training is one of the most important strategies for organizations to help employees gain proper knowledge and skills needed to meet the environmental challenges. 2) Employee development program and activities can be costly in terms of time and resources that organizations devote to them. Often such programs and activities must be justified by demonstrating their potential for adding value to the organization. 3) It creates an obligation by the employees towards the organization and in turn willingness by employees to work hard to increase the organization’s effectiveness. 4) The disadvantage of development is “performance pay” which is based on individual performance rating, and not the group coordination or organizational productivity 5) The negative employees with a low learning-orientation do not value this kind of emphasis on growth and learning, and as a result are not highly committed to the organization. 6) Challenges that were encountered with learning are that computer based training programs tend to be entirely self-directed. The program results to have low rate of success. Experts believe that the human element needs to be involved. In technology-based training several companies, like Honeywell, and QUALCOMM employees tend to resist technology based training as the employees do not understand the method it is conducted and fair returns will not be possible. Example, some employees are “hand-on” learners and do not adapt to computer-based training, when developing a training program, keep in mind that the workforce has many different types of learners. 7) Training can also be considered as employee turnover. If the new skills that have been acquired by the employee and the skill are of high value to other organization, the organization will risk losing their trained employee. 8) In order for training to be a success in the strategic human resource management literature, training is an important factor for lowering turnover and improving organizational performance. One way in which this can be achieved in the provision of training and fostering high organizational commitment to enhance the retention of employees and customers.
- TNA= Training need Analyses/Assignment The reason for conducting a TNA is to ensure the training effectiveness, ensure return of investment in the training, minimize errors made in the training programs try to solve performance problems and in the absence of TNA the training program will have little or no contribution to the achievement of the organization objectives. The systematic method of conducting needs analysis is that the process is based on specific method of information gathering technique whereby it is conducted in stages with one affecting another and helping to shape the next stage, there is no short-cut is available to carry out the process because every situation requires observing, probing, analyzing and deducting. When completed, needs analysis would be a wise investment for the organization by saving time, finance and resources on solving the right problems. Organizations that do not support needs analysis make costly mistakes training is either used in an effective, no effective manner or too little or there is no follow up. The data collection method can be divided into two categories quantitative and qualitative. Quantitative will be the using of survey questionnaire; where else qualitative will involve interviews. Questionnaire is an interview on paper. Advantages of conducting a questionnaire is that every person input can be included. Employees can complete the questionnaires as and when they choose to. The data that is compiled and analyze is easily done because every employee are asked the same question. Interviews are able to ensure that the types of data collected from all sources are consistent and this information can be one person’s opinion, or the entire organization. Questions that are selected help the organization to understand what they are trying to learn. In order to obtain a full understanding of the performance deficiencies it is important to obtain the employees comments. By asking intelligent questions and listening to them will build credibility from your interviewees. Personal involvement and commitment would be able to establish personal relationship with potential trainers that will be important to succeed as an analyst and trainer.
- The Analysis Stage which is the first step involves accessing new employees training needs. The aim is to give new employees the skill and knowledge to do the job. Job description and job specification are important here as it will list the specific duties and skill which will be the reference points in determining the training required. By uncovering the training needs by reviewing the existing performance standards, performing the job and question the current job holders. The Instructional Design, second step will consist of the duration which will take 4-12 weeks depending on size of the department. Involvement will be HR executives and manger conducting the ground work together with HR director at the final stage before feed back to the management on the result of each department. Cost will be minimal as the process of the data collection will conducted by the Human Resources department. The third step, Program Implementation Method that I would recommend for the different types of training methods is On the job training – is the most popular or widely used method in todays’ organizations, it is the most familiar method whereby the experienced worker or trainee supervisor trains the employee. Job Instruction training Informal training, covers 80% of what employees learn on the job is not through formal training but informal means on a daily means while in collaboration with their colleagues. Lecturers, lectures can be boring but it is a quick and simple way to present knowledge to a large group of trainees or when the sales force is being introduced to a new product. Computer based training, trainers use interactive computer systems to increase the knowledge or skills. By using an interactive multimedia training which uses text, video, graphics, photos, animation and sound to allow the employee to interact. Evaluation is the final or fourth step This process will involve determining the participant reaction to training program, how much participants have learned and transfer of the training back to the job. This information gathered is then used in the next cycle of training needs assessment. Ranking, the approach is relatively simple and if there are few jobs involved it tends to work. Identify the key jobs and interpolate where each is in ranking order. Job ranking will be difficult in large organizations because of unfamiliarity of the job. Grading is another form of ranking. Defined as a predetermined classification system in rising order of importance. It is widely used, simple to understand and simple to administer and implement. Point assessment developed to evaluate managerial and technical jobs. Popular and wide used because of its point’s factor, whereby enables inter-company job and pay comparison. Job analysis also identifies the expertise and experience required, accountabilities, freedom to decide and act, number of staff supervised and position within the organization
- As Dutch Lady continue to create awareness as a collective responsibility, that its employees will continue to practice prevention of injuries and occupational health hazard as an assurance to the public when carrying out business activities. Talent Assessment Programme continues to identify and develop future leaders, therefore results obtained from TNA will assist to identify and develop young employees into Dutch Lady Graduate Trainee Programme that will have excellent leadership and managerial qualities. Long term service appreciation will continue to be practised at Dutch Lady for employees that served for 10 to 25 years. Moreover, special retirement awards are also handed out to retiring employees. As an organization with diversity in its employees Dutch Lady believes in strengthening bonds of friendship and relationship creating a sense of belonging among the employees. Annual Dinner, Family Day and Sports Club are some of the many ways of bringing families of all hierarchy in the organization to commune together as a family are some of the objectives that are achieved.