Developing the Talent You Have: Strategies for Training and Development…
Developing the Talent You Have: Strategies for Training and Development
Dilemma of development.
Others fear they are picking up the tab as employees can leave after, etc.
Some employers see the benefits.
BUT it has been shown it leads to higher employee satisfaction, and higher satisfaction decreases turnover!
Skills Training Aims:
to help employees master the skills they need to advance within the company.
to keep the skills of employees current with advancing tech- nologies and business practices and
More expensive, BUT:
They assure a continual upgrade of internal knowledge.
They align employee training with business strategy.
OTJ-On the Job Training
Can be done virtually. Much cheaper, no travel/meals
OR: Still, the majority of its formal learning is completed through traditional classroom experiences. So the best solution may be to use online training in conjunction with other formal or informal methods of skill training.
Does it pay for itself?
“In those few plants where the work force absorbed the whole curriculum of quality tools and process skills and where senior mangers reinforced the training . . . we were getting a $33 return for every dollar spent, including the cost of wages paid while people sat in class.”
Only if it is reinforced and management support:
(So do not send out a mandatory Title IX training through email and expect it to stick)
Mentors: A study conducted by Harvard professor Linda Hill during the late 1980s concluded that at least half of all executives had bosses who mentored them during their careers.
Three qualities: High Standards
Make themselves available to change.
"Orchestrate" developmental experiences
Handling C Performers: Grade employees by A, B, C. Not sure I like the grading thing?
Identify C performers.
• Agree on explicit action plans for each C performer.“Cer- tainly,” they write,“some C players can improve their perfor- mance substantially if given the direction and the developmen- tal support do so.”10 This is where the kinds of skill training we’ve described in this chapter may be most effective.
• Hold managers accountable for the improvement or removal of C performers.
Seems like a poor way to do common core standards.
Career Ladders: A career ladder is a logical series of stages that move a talented and dedicated employee through progressively more challenging and responsible positions.
From a retention perspective, the career ladder approach is most effective when it avoids “plateaus.”