Employee Development Approaches

2088 Words 9 Pages
When I think of developing employees for future success, I think of what the words are stating exactly—developing employees. There are also many questions I ask to understand what “development” truly means; What effort goes into developing employees? How do companies develop their employees and why do they invest in developing them? Here we will discuss the relationships among development, training and career management. Not only that, there are many approaches and methods that contribute to developing employees. Among those approaches of development, a manager needs to choose the most appropriate one that can effectively strengthen the employees’ skills, knowledge, and behaviors. Andrew Carnegie said, “It marks a big step in your development …show more content…
Types of assessments they can use are commonly heard of as the Myers-Briggs Type Indicator and DiSC training. MTBI is a way of identifying an employee’s means of interpersonal strength and vitality, gathering information, how they make decisions, and lifestyle. A DiSC assessment identifies employee’s behavioral patterns in terms of dominance, influence, steadiness, and conscientiousness. Through those terms of identifying, we have a better means of describing their behavioral style, preferred environment, and strategies for effectiveness. With the above approaches we focused on understanding who the employee is and how they work, but another approach that can help identify an employee’s strengths and weaknesses are performance appraisals and 360-degree feedback. “The performance appraisal system must tell employees specifically about their performance problems and ways to improve their performance. Employees must gain a clear understanding of the differences between current performance and expected performance. The appraisal process must identify causes of the performance discrepancy and develop plans for improving performances.” (Fundamentals of Human Resource Management, Sixth Edition by Noe, Hollenbeck, Gerhart, and Wright. Page 244) A trend in performance appraisals is receiving specific feedback by an employee’s …show more content…
I find myself being more passionate about this aspect as I discover the potential that positive influences can have for an employee’s success. As I quoted Andrew Carnegie, you cannot improve without the help of another person. In a survey of seventy psychologists, they were asked: “What is the most essential thing for a supervisor to know about human nature?” There were more than half who said that motivation—an understanding of what makes people think, feel and act as they do—is uppermost. When you know what motivates a person, you have at your command the most powerful tool for dealing with them. (Developing the Leader Within You. Page 182) There is a freedom in knowing there are mentors, and coaches who care enough to give you a professional insight about a career path you are headed towards. Forming a professional relationship with an experienced and productive senior employee can make a difference not only in your performance but the success of your future. A great benefit to training at Frost Bank is they give you a “coach” to teach you the basics of the job. Once you have finished your training and are sent to your official location, the coach may be different, but the interaction is the same. There is someone to give you one-on-one feedback if you have made a mistake or have any questions, they provide reinforcement of how to carry out tasks the proper way and build

Related Documents