Employee Development: Planning for Individual Development Success

Study Overview

The responsibility of human resource executives does not end with recruitment and appraisal employees. They have to work closely with managers to training and develop the employees according to the needs of the business. More importantly, employee involvement in such initiatives is essential. Employee development programs have two basic goals-

1. Develop skill sets for performance enhancement, which will optimize the output of the company.
2. Create value for the employee and motivate him to improve.

• Development of a career plan
• Employee development opportunities with a responsibility-focussed form
• Communication for employee development
• Unique processes for development reviews
• Identification of "role model behaviors"

1. Design an integrated succession and development planning process to ensure that the organization and individuals reach their goals.
2. Develop unique forms and processes for development reviews that emphasize company-wide needs and goals.
3. Delineate minimum training goals for all employees and provide the resources to facilitate goal achievement.

Industries Profiled:
Internet; Media; Newspapers; Technology; Telecommunications; Computer Hardware; Consumer Products; Energy; Chemical; Pharmaceutical; Manufacturing; Financial Services; Computers; High Tech; Electronics; Insurance; Professional Services; Defense; Health Care; Automobile


Companies Profiled:
Ames Rubber; The McClatchy company; Alcatel-Lucent; Apple Computer; AT&T CCS; Benchmark Partners; Black & Decker; Chevron; BP Amoco; Clorox; Dow Chemical; Eli Lilly; General Electric; GE Capital; GlaxoSmithKline; Hewlett-Packard; Intel; John Hancock; KPMG Peat Marwick; Levi-Strauss; Lockheed Martin; Los Angeles Times; Merck; Motorola; Novartis; PacTel; Raychem Corp.; Saturn; Verizon; SBC Communications

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