Employee Development Planning: Roles and E-Learning Impact
This paper examines the employee development planning process, outlining its six core steps and the distinct responsibilities held by employees, managers, and organizations. Employees are responsible for identifying development opportunities, setting goals, and remaining accountable to supervisors. Managers serve as mentors and coaches, guiding goal-setting, evaluating performance, and providing feedback. Organizations support the process by allocating resources, formulating policy, and integrating current technologies. The paper also discusses how e-learning has transformed traditional training by offering flexible, collaborative, and time-efficient alternatives to conventional instruction, ultimately strengthening organizational performance through a better-trained workforce.
- Introduction: Overview of the six-step development planning process
- Role of the Employee: Employee responsibilities in setting and pursuing development goals
- Role of the Manager: Manager as mentor, coach, and performance evaluator
- Company Responsibilities: Organizational resources, policy, and technology for training
- E-Learning in Training and Development: How e-learning improves flexibility and training efficiency
- Conclusion: Importance of ongoing employee training for organizational success
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What makes this paper effective
- Clearly delineates three distinct stakeholder roles — employee, manager, and organization — giving the paper a logical and easy-to-follow structure.
- Grounds abstract concepts (such as conflict of interest in managerial development) in practical workplace scenarios, making the argument concrete and accessible.
- Integrates a focused discussion of e-learning as a modern complement to traditional training, connecting technology to organizational outcomes.
Key academic technique demonstrated
The paper demonstrates role-based analytical framing: rather than treating employee development as a single undifferentiated process, it isolates each stakeholder's contribution and examines how those contributions interact. This technique allows the writer to cover a broad topic systematically while keeping each section focused and argument-driven.
Structure breakdown
The paper opens with a brief overview of the six-step development planning process, then devotes one section each to employees, managers, and organizations. A standalone section on e-learning follows, addressing how technology modifies traditional training dynamics. The conclusion synthesizes the argument by reinforcing the organizational value of a trained workforce. Each body section draws primarily on Noe (2010), with supplemental institutional support from a BYU-Idaho HR document.
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)
References
Brigham Young University-Idaho, Human Resource Department. (2005). Managing and developing employees. Retrieved from Brigham Young University-Idaho website: http://www.byui.edu/Documents/human-resources/ManagingandDeveloping.pdf
Noe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw-Hill/Irwin.
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