Hi,

22 Paths to Employee Development

Employee development is a critical factor for employee retention. Development opportunities rank high in lists of what employees look for in a job and in their descriptions of what makes a great workplace. Workers today are keenly interested in learning skills that will keep them employable and ensure their future employability.

Top performing companies consistently include employee development as a key strategic initiative. Training, which is just one avenue to employee development, has been demonstrated to increase employee commitment and is often treated as an important component or incentive in an offer of employment.

How can you develop the skills of your workers? Consider the following list take from the handbook Finders & Keepers, published by Alberta Human Resources & Employment.

Training. Formal or informal, in-house seminars, external courses, one-on-one sessions, instructor-facilitated group instruction, web-based individual tutorials, post-secondary offerings—there is no shortage of options.
Buddy system. New hire partnered with an experienced worker.
Feedback. Formal, informal, consistent, constructive, individual and group, just-in-time, all the time.
Job enrichment. Add new challenges and opportunities to the current job, in close consultation with the employee (offered, not imposed!).
Lateral moves. Employee moves to a new position at same level of responsibility.
Promotion. Employee moves vertically, to a position of greater responsibility.
Relocation. Employee moves to a new facility or community.
Cross-training. Employee works in other positions or in other work areas for a period of time.
Rotate jobs or assignments. Some jobs or responsibilities rotate among workers.
Coaching. Supervisors, co-workers or external coaches assist employee with performance improvement, and enhance understanding of the organization.
Mentoring. Role models help employees to understand organizational values and goals and to explore organizational, career or personal transitions.
Committee work. Employee serves on or leads committees.
Special projects. Employee takes on new challenges.
Teamwork. Employee serves on or leads cross-functional or cross-divisional teams.
Resource support. Employee receives a range of supports for learning and working, including job aids, written documentation, employee handbooks, operating manuals or software tools for independent learning.
Learning plans. Employee develops an annual individualized learning plan with the employer, describing their goals and accountabilities.
Career ladders. Employer plans and communicates alternate paths to advancement.
Tuition reimbursement. Employer provides funds for employees to take approved training, to encourage learning.
Professional connections. Employer pays professional dues or supports attendance at industry conferences, with a requirementto report back on what was learned.
Certify. Employee earns ‘credits’ and works towards internal certification in work units or skill sets.
Celebrate. Employer recognizes, rewards and communicates employees’ achievements in newsletters, annual award banquets.
Walk the talk. Employer demonstrates and communicates the value of continuing learning at all times, by all means, for all employees.

************