Talent 4 0 Talent Management for SMEs Training

Talent 4. 0 – Talent Management for SMEs Training Programme https: //t 4 lent. eu/ 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Employee Development Implementing an Effective Development Plan Prepared by CARDET, Cyprus 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Learning Outcomes This module aims to guide and help learners: • Become aware of the practical steps that need to be taken in implementing an Effective Development Plan. • Comprehend the importance and role of executives and internal communication in this process • Acquaint themselves with effective methods, tools and approaches in successfully undertaking employee development 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Employee Development Plan Process Ongoing process which helps enhance skills and knowledge to contribute to the organization It should begin from the first day of joining Doesn’t need to be part of the annual appraisal Note: Induction and orientation of new employees are effective and necessary first steps to employee development. 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Communication and Employee Development Two way communication engages and gives confidence Communication helps exchange ideas, thoughts and information Encourage healthy communication among employees 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Communication and Employee Development Employees should have the right to express their opinions in front of others An employee should have the liberty to walk up to his/her manager’s office in case of queries Respect others’ opinions irrespective of hierarchy 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Communication and Employee Development Install a suggestion box Ask for employee feedback on the training to make future trainings more effective kirkpatrick-training-evaluation-method 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Implementing an Effective Employee Development Plan Managers should keep employees and their career growth at the top of their priority list. You need to understand why your employees and organization need employee development plan in the first place. Employees must be aware of their key responsibility areas and their growth path in the organization. Design an employee training and development model that can be used ondemand can adapt to employees’ needs, rather than forcing them to adapt to an inflexible timeline and approach. 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Implementing Effective Employee Development Plan Do not be rigid Highlight the benefits of EDPs Employee Development Reviews should not come as a surprise to employees Provide a reward or recognition link to development 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Implementing Effective Employee Development Plan Data you can use during your employee development process Potential Sources: - Talent Profiles - Training and Development Information Potential Metrics - Talent with clear, agreed performance objectives - Talent with clear agreed development plans - Talent with cross-functional experience - Net movement in average peer validated performance rating 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Employee Development Planning Tools With kind permission from the NHS London Leadership Academy. These tools are derivations of the talent strategy tool developed by © PA Consulting and London Leadership Academy. Photo by Helloquence published on Unsplash 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Development Planning Tool: Personal Development Plan Template The Personal Development Plan Template enables line managers and their direct reports to work together to document the talent conversation and create some development actions using the 70: 20: 10 model. MY DEVELOPMENT MY CAREER What are my aspirations for my career in the next 1 -2 years and 3 -5 years? Record short- and longer-term career aspirations Where was I at the start of this development journey? Record description of role history in the organisation Where am I now? What are my strengths? Record top three strengths What are my biggest development areas? Record three largest development areas What actions do I need to take? Record current role and achievements to date Record actions to develop each areas What learning opportunities will I commit to taking after today? Use the 70: 20: 10 model to identify opportunities in each area. Record experience-based activities © PA Consulting and London Leadership Academy Record feedback-based activities Record formal learning-based activities

Development Planning Tool: 70: 20: 10 Model The 70: 20: 10 model suggests designing learning experiences to resemble the way people learn naturally. 70% of learning happens on-the-job, 20% through others and 10% through formal education. As the majority of learning comes from challenges we face in the course of our work, providing development opportunities and learning resources that support people in their work forms the basis of an effective learning strategy. © PA Consulting and London Leadership Academy

Approaches to Employee development for growth and impact On the Job Training Courses Simulations Programmed Learning and Self-study Video training Stretch assignments and projects Job Enrichment Mentoring or Coaching Job Shadowing 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Approaches to Employee development for growth and impact Job Rotation Lateral move Promotions Prioritize digital adoption Cultivate Soft Skills Follow ups of EDPs Monitor Progress 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Managers’ Role in Employee Development Managers need to believe in employee development activities for them to convince and motivate the employees to participate with an open mind. Managers play an essential role in motivating employees to enhance their skills with time and to acquire new learnings. They need to help their employees realize that their job is not to come in the morning, mark their attendance, leave on time and receive their pay checks. They ought to sit with their team members to find out where they are lacking, and what new skills they need to acquire for increased productivity. You need to provide the guidance and feedback to your team members. 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Managers’ Role in Employee Development • • Encourage employees Allocate enough resources and provide opportunities Encourage a two-way communication Instruct the trainer to involve the employees 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Summary/Conclusion 1. 2. 3. 4. 5. Employee development is an ongoing process beginning from day one Communication is important in employee development Priority for managers Many different approaches and methods available to use and adapt organizational and individual needs Managers’ approach is key role for effective implementation 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

References – Additional Reading Employee Development: Everything You Need to Know https: //www. upcounsel. com/employee -development Lumen - Principles of Management ‘Employee Development and Performance Evaluations’ https: //courses. lumenlearning. com/wm-principlesofmanagement/chapter/employeedevelopment-and-performance-evaluations/ 7 High-Impact Approaches for Employee Development https: //www. inc. com/jerometernynck/7 -high-impact-approaches-for-employee-development. html The Definitive Guide to Employee Development https: //www. instructure. com/bridge/sites/blog. getbridge/files/pdf/Definitive_Guide_To_Emplo yee_Development. pdf 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

References – Additional Reading 11 Employee Development Methods https: //www. valamis. com/hub/employee-developmentmethods Three Methods of Employee Development for Professional Growth https: //cmoe. com/blog/threemethods-of-employee-development-training-coaching-and-mentoring/ 7 Ways to Improve Employee Development Programs https: //hbr. org/2015/07/7 -ways-toimprove-employee-development-programs 8 Key Tactics For Developing Employees https: //www. forbes. com/sites/steveolenski/2015/07/20/8 -key-tactics-for-developingemployees/#2 c 39492 c 6373 5 Ways To Improve Employee Development At Your Company https: //www. 15 five. com/blog/howdo-i-improve-employee-development/ 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.

Thank you for watching! 2018 -1 -AT 01 -KA 202 -039242 The European Commission support for the production of this publication does not constitute an endorsement of the contents which reflects the views only of the authors, and the Commission cannot be held responsi blefor any use which may be made of the information contained therein.