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7 Steps To Create Your Employee Development Plan

Decisions about Interviewing, hiring and evaluating and assessing them are all in a day’s work for most of us. One very crucial aspect of our jobs is focusing on ways to further develop these assets. Kate Dagher, BA Communications and Business Management, has a management and corporate consulting background, having worked in the public sector, sales and corporate finance. She is now making a shift from business to psychology and bridging her knowledge from both domains, as she pursues a Graduate degree in psychology at Trinity College, Dublin. Kate is fascinated about how our physical environments influence our thoughts, behaviours, actions and wellbeing. PodcastSupermanagers is for managers, like you, who want to be extraordinary at the fine craft of management.

To start, think about where your company is right now, where it wants to be, what your major goals are, where opportunities and challenges lie. How do you need to shape and strengthen your workforce to achieve your objective? Remember that your business is powered by your people and in order to motivate and inspire your Business you need to invest a considerable amount of time engaging and supporting your team members. Take time to monitor the success of your efforts and make a plan to remedy any trouble spots. This is good for the employee, the manager and ultimately the organization.

Introducing an effective development plan benefits everyone – it makes your employees happier and it helps your company grow in the long run. If you’re on the fence, don’t be – start working on your employee development plans immediately! We’re here to help you every step of the way — from identifying room for improvement to tracking results, setting goals and achieving them with ease. For companies without mature training programs, creating simple but effective employee development plans does not have to come with a major investment of time or money. In fact, with Venngage for Training and Development, you can create an actionable employee development plan with just a few clicks.

For example, there might not be any promotions or management positions to be had right now or when the employee has earned one. Making employee development a priority within your company culture ensures your team stays well-informed on industry trends and best practices, as well as equipped with new skills. Investing in in-house employee skills development programs is important to ensure that the workforce can do what they must do to “keep the ship afloat”. However, employee development can also be a big money-saver in the longer-term. Learn how to design a powerful people-focused HR plan by downloading our free e-book, How to develop a top-notch workforce that will accelerate your business.

They ensure the employee is growing personally, developing their ability to achieve more in the workplace, retain your top talent and meet the organisation’s goals. Small firms may need to rely on one person who already has plenty of other responsibilities. Larger organizations may appoint a full-time employee-development person, or decide a team works best. The goal is to give whoever’s in charge appropriate power to act, accountability for the results, and a strong voice to advocate for the interests of both the organization and its employees. For example, you might implement a new training program if you have multiple employees who want to learn a new skill.

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