Research Paper By Kristyn M. Lang
(Career and Life Coach, UNITED STATES)
Employees are central to a company’s infrastructure making employee development a crucial aspect in any company. When employees are provided with development programs to improve their skills, company success will improve as a result. This paper explores the various steps in the employee development process. The process starts with a performance appraisal, which helps to identify areas in which the employee’s skills are lacking. From here, training programs and goal setting can be used to help strengthen the identified skills. While both training and goal setting are important, this paper discusses how these strategies of employee development can be strengthened when paired with coaching. Coaching is defined, and its history, origin, techniques, and required skills are discussed. Case study examples are provided to show the proven positive effects coaching can have on a company and its employees.
Human resource management is defined as the process of acquiring, training, appraising, and compensating employees, along with attending to their labor relations, health and safety, and fairness concerns (Dessler, 2015). Based on this definition, it is clear that the employee is the center of focus for Human Resource professionals. Human Resources is run largely on the concept that employees are the most important capital and investment of a company. Due to this belief, employee performance and development is something that many companies find interesting and important. Productivity is able to be increased by investing time and money in employee development. This improvement in performance benefits the company in many ways.
Recent human resource trends have highlighted employee engagement as a critical element for achieving company goals and positive outcomes. Data supporting the relationship between employee engagement, career development, and critical business metrics is plentiful. As such, savvy organizations are creating a robust workforce by engaging employees through career development opportunities and onsite leadership training. (Zimenoff, 2015)
Just as employee development can play a positive role in employee and company success, the lack of effective development techniques can have a negative effect. Employees have reported that some of the top reasons they have left companies is because they were not experiencing growth and challenge in their positions. They were unable to see the potential to move up within the company. Employees need a good relationship with their managers, and adequate recognition for their hard work, accomplishments, and achievements in order to stay connected. Therefore, development programs are crucial and central to a company’s success (Zimenoff, 2015).