How will you develop them?

If they have the potential, it is far more cost-effective to train your current employees in skills needed to meet current or future needs. The organizational skills inventory in Step 2, performance management, and periodic scanning should help in guiding a responsive training and development program that provides the requisite capability when you need it.

There is a distinction between Training and Development – an employer can provide training, and also provide development opportunities, but development is technically the responsibility of the employee. This being said, organizations must make a resolute effort to promote development. If employees are constantly battling backlogs or strings of crises, it is hardly an environment conducive to development.

What training should we provide?

Depending on an objective assessment of need, you may have a variety of options. Employees may have their own thoughts on this as well. Consider asking them to propose a few options each, and then spend time with them one-on-one to discuss them. Be honest about resources, and be equitable and consistent to forestall any angst. Look at local non-profit, agency or community college offerings. Go to Employee Training Resource – 9A

Group or individual training?

From a team-building perspective, it is important to have at least one opportunity where everyone is involved, possibly as part of a professional development day. Offer meaningful and useful opportunities that have value and application, but be aware that not everyone is at the same level, so you need to have a selection of trainings. Seek input on the activities under consideration. Go to Professional Development Resource – 9B

Career Planning and Development

Employees that have been stagnant in one position for an extended period generally lose their energy, focus and productivity. It is good for both the employee and the organization that new challenges are available to employees willing to learn new skills and grow within the organization. You can facilitate this through fairly simple strategies such as mentorship and job enrichment. Encourage conversations between supervisors and their reports on future potential employment opportunities, what the competencies the employee needs to develop, and advice on available resources. The more transparent you are, and the more visible these resources are (on the intranet, in newsletter etc.), the greater the loyalty and trust – Go to Career Development Resource 9C

Making employees feel that you are interested in their growth is good for the organization

Talent Management Toolkit™ for Emerging Organizations

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