Jankidevi Bajaj Institute of Management Studies

Executive development programs

What is Employee Development?

Encouraging employees to acquire new or advanced skills , knowledge, and view points, by providing learning and training facilities, and avenues where such new ideas can be applied.

What is the right strategy?

Embryonic stage
High growth Mature

interested in strong managers

spend a lot of time developing their intellectual capital

begin to put more limits on employee actions

Assessment before training & development

Tests to evaluate intellectual ability, the ability to draw conclusions from verbal or numerical information, and an individual's interests can help in selecting successful managers . An employee needs to be assessed for readiness to accept management responsibilities.

What is the ROI of developing an employee?

increase productivity and contribute to the overall success of the organization. knowledge makes them valuable assets for the company.

Employees-development strategies
Women
Should be developed to gain competitive advantage Training programs focusing on diversity training should be developed

Older workers
Have experience and knowledge Should be developed as in house consultants rather than planning for their retirements

Youth
Just starting out in their careers Should be given enough opportunities of developing and enhancing skills

Contingent workers
Not permanent employees Budgets for trainings should be kept in mind

Senior level execs.

Focus towards engaging Leadership development

HR Manager
Roles now include: to provide support, service, consulting and leadership Exposure to other functional areas to be increased

Why provide development training?

Employee retention Increases their job involvement Provides learning opportunities

Example:
Berger paints:
Employee Training & Development Programme: It is the Companys policy to provide appropriate learning opportunities to assist employees in gaining job- related skills and knowledge that will contribute to improved performance and career development. Thus there are two programs designed for the employees of Berger Paints: Job Related Programs: This program is directly related to work assignments of the employees current position/ Job. An employees immediate superior takes the lead by identifying developmental objectives along with corresponding action plans. This is, generally, done in conjunction with the performance / progress review process. Career Related Programs: This program is related to development of skills, knowledge, and other qualifications that prepare an employee for higher positions within the Company. In this case the employee takes the lead by self-assessing skills, values, career, interests and choices in consultation with his/her immediate superior.