8605-405 Developing People in the Workplace

Unit introduction

Development and training in the business are cofactors of a successful company and its continuous growth in this unit. We will cover the importance of employee development and the approaches employers can take to improve their employees’ proficiency and skill in the workplace. The course will also focus on development as the determinant of organisation effectiveness and prosperity.

What will you learn from this unit?

Employers often disregard investing in their employees .this is due to their selfish perceptive that the development of workers may outsmart them and lead them to be more productive. This course focuses on how development has created positivity and statically created significant progress in the business, thereby increasing organisational success.

The course will also show the past and current employee development programs and the challenges faced in implementing the programs. Businesses can outstand other companies not by the product they sell but by the employees’ skills. Therefore, development in the workplace entails not only the workers but also the employers so that they can be skilled in leading and making decisions in their business.

Learning outcomes

Benefits of development in the workplace

Development is one of the most vital motivators in the workplace as it helps them achieve both long term and short term organisational goals. Some of the benefits of training and development are:

Benefits  to the individual:

1. It increases the employee’s morale to do the job by breaking the monotony of focusing on one job for a long period.
2. It reduces the production cost as the employees are equipped with the necessary skills that help minimise waste in the workplace.
3. It increases the turnover rate of the individuals as, through development, they gain a sense of security. Moreover, it decreases the absenteeism rate in the workplace.
4. It increases the chances of the employees’ involvement in the change process by accepting the changes and the hardships that will result from them.
5. The development provides a chance for the employee’s recognition and promotion. In addition, as one advances in skills, it increases the pay and the position held in the organisation.

Benefits to the organisation:

1. It improves the organisation’s image and thus attracts agencies and investors, increasing per annum income.
2. Development increases the capacity for greater output from the business due to the individual’s commitment
3. It reduces the need to employ employees every season and hence increasing retention
4. Through the application of knowledge and skills taught, it increases the revenues
5. it increases the effectiveness and efficiency of the tasks given

Common approaches to workplace development

The need for employee development may occur at either the strategic level, where they are identified by the leaders based on the organisational mission, vision and goals or on operation levels, where the managers identify a gap based on the individual’s performance.

Organisational leaders are involved in selecting the best strategies and approaches to help every employee. However, the best practical way of developing people is by first identifying their needs and weaknesses relevant to the organisation’s development.

They are several approaches that can be taken in the development of people in the workplace, .some of which are:

• Development should be problem-focused, with the focus being to analyse and solve performing skills brought by insufficient skills.
• Compare the profile with the new or existing job to know if the employee is fit for the work.
• The job approach is provided to the people when performing their jobs, such as job rotations, job coaching and job mentoring.
• Off the job approach that involves taking the employees away from their place of work so that the  main focus can be  the training  such as role-playing and conferences

Development vehicles in the organisations

• Coaching and mentoring

This is focused on developing a particular skill for the task given and the expected qualifications of the organisation. Moreover, this training is used to develop and maintain mutual relationships that are vital for the business.

• Job rotations and transfers

This is a practice done by employers to employees by moving them from one job to another or country to another for them to gain knowledge and proficient skills. It also helps the employees learn to handle different situations and problems.

• Job orientation

Most often, it is done to new employees to induct them into the business. The individual is shown workplace layout, roles, and responsibilities in the business.

• Conferences

An off job practice on which a presentation is made through a project Ector; on different topics to a specific group of individuals. It, however, does not guarantee every person in the room will understand.

Employee development  and management

Organisation visions and goals to conquer, there is a need for different programs to be envisioned, implemented and evaluated by skilled and capable trained individuals. Development and training are the most challenging for leaders and hence require more investments in the training programs. Training areas such as managerial, supervisory, compliance, customer care services, sales and interpersonal skills require being at the forefront as they are the key pillars of every business’s productivity and success.

Purpose of workplace development

Developing people in the workplace entails identifying learning and development (L&D) needs, creating interventions to fill in gaps and evaluating the outcomes. Workplace development is an activity which has become a major business investment in the current years. This is because the development helps the employees, the employers and the organisation. The employees benefit with skills and knowledge in handling customers and increasing production in the workplace.

Moreover, the employers also benefit from the training programs as they can always learn they can motivate the employees through promotion and how to handle different problems in the business. The business itself is not left out as its production capacity is increased, and this brings profit and motivates agencies to invest in it.

Conclusion

Employees are the most valuable assets the organisation holds, and hence their development and treatment should be paramount to the organisation’s objectives. These individuals are usually the first ones to get in contact with their customers, thus leasing a need to improve their customer care services. Moreover, development not only improves the employees’ skills but also increases their productivity and innovation for the organisation’s maximum benefit.

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