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Employee Development: Where it Happens.

Published: February 15, 2017

Employees tend to learn more from their practical experiences gleaned from daily work activities than they do in formal training or during their education. As a manager, you should work diligently to help develop your employees or team members, priming them to work better and more productively and doing tasks that they are best suited to do. As a manager, delegating tasks will be much easier for you if your team members are trained to comply with the high demands of the management. Tracking their development with the help of HR management software can help you create and implement an on-the-job learning experience and environment for your employees.

A Healthy Work Relationship

Employee development is the basis of developing a healthy work relationship with your employees or team members. They will be impacted by experiences they go through at work in developing constructively and productively. Employee development is also instrumental for eliminating workplace biasness, inconsistencies, dissatisfied or unfair behavioral problems that an employee might have with the management.

Developing Competence

Employees’ abilities and talents can be polished with the help of relevant training and courses that can help them attain their career development goals. An employer can help the teams develop by providing them with learning opportunities within and outside of their work-related responsibilities. They can only develop their strengths and leverage their skills if they are given an opportunity to assist on different projects and tasks that are external to their daily routine.

This can also foster workplace relationships and help them polish their niche skills which are necessary for the achievement of their career goals. In order to trigger their development, it is essential to engage each team member and give them an opportunity to bring their talent to the surface and tracking their performance by HR management software.

What Are The Prerequisites For Development?

An employee should be trained to fill in for another employee or a supervisor in case of a manager taking paid time-off. They should be primed to mentor a new employee, represent the company at a cross-functional meeting, help the company at a struggling point, point out a solution with effective problem-solving, represent a team’s work at a meeting, interview potential employees, run a briefing session or meeting and teaching a course to other employees. They should also be trained to present the team’s work at a meeting, be temporarily placed at another lateral part of the organization, serve as a liaison between functions or departments, work on a challenging initiative, manage a project from the start and bring it to completion and assist in launching a new initiative, business or program.

Ascertain If the Projects Provide a Learning Experience

Most of the learning opportunities can be found on the job and according to many researches, many employees learn more from their peer network and on-the-job experiences than they do from their classroom training. A manager should look beyond the traditional training and development catalogue synonymous to their department and reinforce learning through assignment of future projects that will generate learning through experience for the team members.

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