Employee Development Planning: Roles and E-Learning Impact

Introduction

In today's business environment, organizational structures have evolved significantly, and more innovative methods are in demand for the training and development of employees. Training and development is an important component of a company's operations. It provides employees with the ability to learn both on-the-job and off-the-job techniques, and enables them to adapt to new abilities through planned schedules. This provides the foundation for the prosperity and growth of the company and its stakeholders. (Managing and developing, 2005)

The development planning process consists of six major steps: the recognition of the opportunity to learn (from the employee's perspective) and to train and develop (from the manager's and organization's perspective); the creation of sources of motivation related to development and change; the identification of areas that need development and the establishment of goals; the development of assessment criteria for performance evaluation; the formulation of a course of action to be followed during the development process; and the provision of feedback from managers on employee development and improvement. (Noe, 2010)

Role of the Employee

The employee's role in training and development is primarily a receiving role — employees are the recipients of training. The training and development provided may relate to an existing role or a new one, and may take the form of on-the-job or off-the-job training. On-the-job training equips employees with the skills and abilities required to perform various tasks, whereas off-the-job training does not have a direct link to specific job activities. Employees are selected for training and development programs based on their appraisal reports and existing abilities, or when they encounter difficulties performing duties outlined in their job specifications. Employees may also volunteer for training and development programs. (Noe, 2010)

Within the development planning process, the employee must identify opportunities for personal growth and evaluate whether he or she can commit the necessary time to the process. After this, a specific development goal must be established, followed by a decision on the course of action required to achieve that goal. Employees must also set assessment criteria for measuring their own performance and remain accountable to a manager who can assist them in establishing realistic objectives. (Noe, 2010)

Role of the Manager

The manager's role differs considerably from that of the employee. Managers are responsible for the development of employee performance and therefore have an inherent interest in the improvement of their team members. A capable manager will seek to enhance employee performance, as this directly benefits departmental results. However, a conflict of interest may arise if a manager suspects that a well-trained employee could eventually compete for his or her own position, potentially undermining the manager's commitment to that employee's development. This conflict can be mitigated by embedding training opportunities within the organization's overall hierarchy, ensuring that all employees have equal opportunities for growth relative to their current positions. (Noe, 2010)

In the development planning process, managers typically help employees set both individual and departmental goals. They guide employees toward the appropriate course of action for achieving those goals and evaluate employee performance, providing feedback on both the current state and the progress of their development. In this way, managers serve primarily as mentors or coaches throughout the process. Managers also carry certain strategic responsibilities, such as developing assessment criteria and designing evaluation tasks. (Noe, 2010)

Conclusion

Employee training and development is an enduring part of the operations of any organization. Trained employees play an important role in making the organization stable and prosperous. Therefore, organizations and managers should employ all available tools to ensure the proper training and development of employees, so that a skilled and capable workforce can, in turn, benefit the organization. (Managing and developing, 2005)