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.
- 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.
- 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.
Impact and Result
- 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.
Research & Tools
1. Assess organizational needs
Analyze organizational needs to determine priority competencies and employee segments to develop.
|Design an Impactful Employee Development Program Storyboard|
|Design an Impactful Employee Development Program Executive Briefing|
|Employee Development Needs Analysis Workbook|
2. Design the employee development program
Determine the employee assessment method and design a custom development planning process with clear manager and employee accountabilities.
|Employee Development Program Design Playbook|
|Learning Methods Catalog|
|Process Mapping Guide|
|Individual Competency Development Plan Template|
|Employee Career Development Workbook|
|Manager Career Conversation Guide|
3. Build program support
Integrate employee development with other HR programs, identify manager and employee resources, and create the action and communication plan.
|IT Manager Job Aid: Employee Development|
|IT Employee Job Aid: Employee Development|
|HR Action and Communication Plan|
|HR Metrics Library|
Speak With an Advisor
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
- Call # 1 Review and prioritize competencies required based on internal and external analysis.
- Call # 2 Identify employee segments to build custom development programs for (if applicable).
Guided Implementation #2 - Design the employee development program
- Call # 1 Review assessment inputs and outputs.
- Call # 2 Analyze existing development programs and activities and identify new ones needed.
- Call # 3 Review the development planning process.
- Call # 4 Review follow-up mechanisms.
Guided Implementation #3 - Build program support
- Call # 1 Discuss integration of a dynamic learning mindset into the development program.
- Call # 2 Review integration of employee development with other HR programs.
- Call # 3 Review customization of job aids for managers and employees.
- Call # 4 Review program goals and metrics to measure success.
- Call # 5 Review action and communication plan.
- Jennifer Waxman
- Tamara Heimonen
- Amanda Caldas
- Rudolf du Toit
- 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