Coaching: 4 Ans: The Ways Which An Organization Can Implement To Develop Its Employees Are Listed Below

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4 ans: the ways which an organization can implement to develop its employees are listed below:

COACHING

Coaching involves a more experienced or skilled individual providing an employee with


advice and guidance intended to help him or her gain new skills, improve performance
and enhance the quality of his or her career.

MENTORING

Mentoring matches less experienced employees with more experienced colleagues


through formal or informal programs. Formal mentoring programs can reduce turnover,
enhance recruitment, and improve performance and the work environment, especially
for women and people of color.

INDIVIDUAL DEVELOPMENT PLANS

To accelerate the pace of employee learning, organizations may use an individual


development plan (IDP). This document details an employee's intentions and learning
outcomes as well as support necessary to meet his or her tangible growth goals.

THE 9-BOX GRID

The 9-box grid is an individual employee assessment tool that evaluates the employee's
current and potential levels of contribution to the organization. The grid is most
commonly used in succession planning as a method of evaluating an organization's
talent pool and identifying potential leaders.

CROSS-TRAINING

Cross-training refers to training employees to perform job duties other than those
normally assigned. Cross-training usually does not result in immediate advancement,
but it does indicate that an employee is interested in learning new skills. This skill
diversity may help him or her meet qualifications for future career advancement.

Employers find value in cross-training because it is usually more efficient than bringing
in new hires.

"STRETCH" ASSIGNMENTS

On-the-job training projects and "stretch assignments" give employees a chance to


learn while doing real work. Developmental assignments allow employees to develop
new skills, knowledge and competencies necessary for higher-level positions.

JOB ENLARGEMENT AND JOB ENRICHMENT


Job enlargement involves expanding the employee's job by adding more tasks and
duties, typically at the same level of complexity. Job enrichment builds more depth to an
employee's job through more control, responsibility and discretion.

JOB SHADOWING

Job shadowing requires more than just having an employee follow a colleague around
all day. Shadowers view the organization from a different perspective and learn
firsthand about the challenges facing workers in other departments. This perspective
helps employees realize the impact their decisions have on other groups.

JOB ROTATION

Job rotation is the systematic movement of employees from job to job within an
organization.

Typically, formal rotation programs offer customized assignments to promising


employees to give them a view of the entire business. Assignments usually run for a
year or more.

SUCCESSION PLANNING

Succession planning identifies long-range needs and cultivates internal talent to meet
those needs. Succession plans typically focus on a one- to three-year process of
preparing employees—not preselecting them—for new roles in the organization.
 

ASSESSMENT CENTERS

An assessment center is not necessarily a physical site, as the term might suggest, but
a program of tools and exercises designed to assess an employee's or job candidate's
suitability in relation to a particular role. Evaluators rate participants based on
standardized activities, games and other simulations to predict the candidates' future
performance.

CORPORATE UNIVERSITIES

Corporate universities focus primarily on on-the-job skills, company-specific proprietary


knowledge and branding, and certification. At a corporate university, the focus is on
learning that will benefit the organization, not just the individual. Benefits of the
corporate university format include strategic alignment with company goals, consistent
quality and uniform messages that reach all learners.

ONLINE EMPLOYEE DEVELOPMENT


Organizations typically use classroom-based learning for topics unique to the particular
employer and online learning for more universal topics. Online training allows self-
directed, just-in-time, on-demand instruction. Employees in e-learning situations have
more control over their time than they have in a classroom.

To keep employees engaged during online development activities, the training should
deliver content in small, easily understood pieces. Employees also need to understand
how the content will help them do their jobs better.

Role of supervisor in employee development

 The supervisor should work with the employee to set developmental objectives.
 The supervisor needs to explain what steps the employee must take to achieve these
objectives (e.g., a desired performance level.
 The supervisor must refer the employee to appropriate developmental activities that
will help the employee achieve his or her objectives.
 The supervisor helps assure the objectives are specific and achievable.
 The supervisor must check on the employee’s progress toward achieving the
developmental objectives.
 The supervisor must provide reinforcement (e.g., bonuses and additional benefits) so
the employee will be motivated to achieve the developmental objectives

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