Wk 7

• 1. Proposal:Company-WideEmployee DevelopmentPlanMichelle Nieves Cintrn

2. OBJECTIVEPropose a company-wide employee development plan to improve employee productivity and performance by providing employees with the ability to do what they value and grow beyond their initial vision of their careers in benefit of the company (Laureate Education Inc., n.d.) . 3. WHAT IS EMPLOYEE DEVELOPMENT?Is a joint, on-going effort on the part of an employee and the organizationto upgrade the employees knowledge, skills, and abilities (Office ofHuman Resources, 1999)A long range goal to prepare employees and make them more fluent andaccurate in their role overtime (Laureate Education Inc., n.d.).It refers to formal education, job experiences, relationships, andassessments of personalities and abilities that help employees performeffectively on the job and the future of the organization (Noe, 2010).It focuses on leadership skills and the ability to see the business model inthe community and the industry (Laureate Education Inc., n.d.). 4. BENEFITS Improve quality of the company Meet the challenges of global competition and social change Incorporate technological advances and changes in work design Talent and leadership management and retention Develop successful work teams Develop strong interpersonal skills in employees 5. IMPORTANCEIt relates to employee retention. It is grounded and linked to the companys mission, goals, and values.It relates to the creation of atalented workforce. Noe (2010) 6. PROPOSED INITIATIVES 7. EXPECTED OUTCOMEInitiatives360-degree feedback: Formal education:Collecting multipleMentoring andActively involveperspectives of managerscoaching: employees in learning. performance, allowBetter educated workforceCareer and employees to compareis likely to be moreproductive. Increasetheir own personal psychological evaluation with thesupport andemployeeperspective of others, andretention, increaseformalizing guaranteeing skillsemployees readiness for transfer from trainingcommunications between promotion, and improve job performance.employees and to the work setting.customers. Noe (2010) 8. RATIONALEPace (2010) exemplifies how employee development can foster employees to view their work as a calling or career and completely adopt the organizations goals tend to produce more positively deviant performance applying strategies such as positive climate, positive relationships, positive communication, and positive meaning. 9. DEVELOPMENT PLANNING PROCESS AccountabilityCriteriaActions Goal identificationMotivation Opportunityemployee and company responsibility to achieve the employee development processNoe (2010) 10. NEXT STEPSMeeting to discuss the details of the planaligned with the companys goals and agreements. 11. REFERENCESLaureate Education Inc. (n.d.). Employee development. [video program]. Dr. Harold Stolovitch. Retrieved from https://class.waldenu.edu/webapps/portal/frameset.jsp?tab_tab_group_i d=_2_1&url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ft ype%3DCourse%26id%3D_2096970_1%26url%3DNoe, R. A. (2010). Employee training and development (5th ed.). New York, NY: McGraw Hill.Office of Human Resources. (1999). Employee development. University ofMinnesota. Retrieved fromhttp://www1.umn.edu/ohr/toolkit/development/index.htmlPace, A. (2010). Unleashing positivity in the workplace. Training and Development, 64(1), 4044..