Design an Impactful Employee Development Program

Solve the puzzle of employee development by designing a program to build competencies the organization needs today and in the future.

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Leaders have left employees to drive their own development without providing direction or support, and without aligning development to organizational needs.
Organizations position development as employee-owned, yet employees still feel like their needs aren’t being met, and many leave as a result.
Organizations often have a lot of development opportunities, but don’t connect the right opportunity to the right employee.

Our Advice

Development needs to be employee-owned and manager-supported, but also organization-informed to ensure that it meets the organization’s needs.
Today, operating environments change quickly and organizations need to develop the competencies employees need both today and in the future.

Design an employee development program that builds the competencies the organization needs both today and in the future.
Connect the right development opportunity to the right employee through an effective development planning process.
Equip managers and build program support to foster continuous learning and development.

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Analyze organizational needs to determine priority competencies and employee segments to develop.

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Design an Impactful Employee Development Program Storyboard
Design an Impactful Employee Development Program Executive Briefing
Employee Development Needs Analysis Workbook

Determine the employee assessment method and design a custom development planning process with clear manager and employee accountabilities.

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Employee Development Program Design Playbook
Learning Methods Catalog
Process Mapping Guide
Individual Competency Development Plan Template
Employee Career Development Workbook
Manager Career Conversation Guide

Integrate employee development with other HR programs, identify manager and employee resources, and create the action and communication plan.

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IT Manager Job Aid: Employee Development
IT Employee Job Aid: Employee Development
HR Action and Communication Plan
HR Metrics Library

Get the help you need in this 3-phase advisory process. You'll receive 11 touchpoints with our researchers, all included in your membership:

Guided Implementation #1 - Assess organizational needs
1. Call # 1 Review and prioritize competencies required based on internal and external analysis.
1. Call # 2 Identify employee segments to build custom development programs for (if applicable).

Guided Implementation #2 - Design the employee development program
1. Call # 1 Review assessment inputs and outputs.
1. Call # 2 Analyze existing development programs and activities and identify new ones needed.
1. Call # 3 Review the development planning process.
1. Call # 4 Review follow-up mechanisms.

Guided Implementation #3 - Build program support
1. Call # 1 Discuss integration of a dynamic learning mindset into the development program.
1. Call # 2 Review integration of employee development with other HR programs.
1. Call # 3 Review customization of job aids for managers and employees.
1. Call # 4 Review program goals and metrics to measure success.
1. Call # 5 Review action and communication plan.

Alan M. Saks, Professor of Organizational Behavior & HR Management, Centre for Industrial Relations & Human Resources, University of Toronto
Anonymous, former Senior Training Manager, Large Telecommunications Company
Anonymous, Senior Manager of Talent & Development, Large Professional Services Firm
Colleen Philabaum, Director of Learning & Development, Worthington Industries
Dr. Karie Willyerd, Head of Global Customer Education & Learning, SAP and Co-Author of Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace
Gerard Camacho, Director of Career Development, Parkland Health & Hospital System
Julie Winkle Giulioni, Consultant, Speaker, and Co-Author of Help Them Grow or Watch Them Go
Luis Alberola, Talent Strategy & Innovation, Owner, LA Consulting
Michelle Ockers, Independent Learning & Development Consultant