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Individual Employee’s Learning Plan
The individual employee’s learning plan is designed as an
essential part of a comprehensive development program for every
employee. This also includes, self-directed, servant-oriented and
combined with a well-known program which is called the 360 Employee
Feedback Program. This plan helps to initiate professional and personal
employee development for each person’s benefit who is working in the
organization. The focus of the individual employee’s learning plan is
to provide each employee with the opportunity to seek their desires and
needs to learn. Each employee will be supervised by top management so
that they can identify their learning goals to benefit them, and the
organization. In this plan, individuals are able to set their learning
goals and find ways to pursue them. Also, it helps them to identify the
required resources in order to implement their jobs so as to reach their
goals.
The 360 Feedback Program is a creative way to provide each
person to think and work in a positive way. This will lead them to
identify their strengths that they can expand on and enhance such areas,
which will help, in additional support and training. The results
received from a 360 Feedback program will help to identify learning
aspects that employees can focus on. Along with that, this program can
be utilized to measure the accomplishments of employees so that they
find out where they stand.
Another model of learning is 70-20-10. This model deals with the
determination of such areas where learning can take place effectively.
Research studies have proved that 70% of effective learning can come
from challenges on-the-job and off-the-job experiences. Relationships
with significant coaching and mentoring bring out 20% of the effective
learning. Whereas, 10% of effective learning are received from
traditional training seminars and courses.
There are three steps to develop a learning plan. First is to
identify a learning goal. The ability which includes knowledge, skill or
attitude to be enhanced and developed. The second step is to identify
the learning experience that is required to develop that ability for
enhancing knowledge, skills and attitude. Lastly, identify the support
required to apply and develop that ability.
Company’s Needs
Assessment
Company’s needs assessment is a way to explore how things are
working and in what way they should work in the future. These things are
the organizational and individual performances that are needed to be
assessed according to the mission and vision of the company. There are
certain steps involved in performing company’s needs assessment. The
first step is to perform a gap analysis. This helps to verify the
company’s actual performance, as well as the individual’s
performance. This results for the organizational growth along with the
areas where the gap is present. For this purpose, the organizational
goals, internal and external constraints and the company’s climate
must be examined in the current environment. It is crucial to identify
the necessary and desired conditions for personal and organizational
success. The company must distinguish their actual needs from their
perceived needs to locate the gap and overlap it efficiently. The
difference in the gap between the required and the current information
will help to identify the company’s purposes, objectives and needs.
The second step is to identify the company’s priorities and
importance. For this purpose, firstly the company needs to perform a
cost-benefit analysis. This will help the organization to figure out the
cost of the issue compared to the cost of a solution for it. Secondly,
the company focuses on the legal mandates for implementing a solution.
The company must also refer to the top management before implementing
any solution to a problem. Furthermore, it is essential to target
certain population who will be involved in the implementing of the
solution. Lastly, the company reaches the customers to find out the
influence that is generated by the company’s operations and new
production.
The third step is to identify causes of performance problems and
opportunities of the company. The company must identify the
opportunities and problem areas that need to be focused on. The company
must know what their performance requirements are and what solutions
should be applied on the affected areas. The company must find out
whether people are doing their jobs effectively or not. Also, are they
aware of the ways to perform their jobs. For this purpose, the company
will need to require a detailed report which includes the analysis and
investigation of their workers, tasks and their organization, both for
the company’s current situation and its preparation for the future.
The fourth step is to identify the possible solutions and growth
opportunities. Training employees can be a solution if the problem
indicates that they lack behind in knowledge. Also, the activities that
involve organization development can help to trigger solutions for
problems that are not linked to the lack of knowledge. This will include
strategic planning of the company, restructuring the organization,
manage the performance and build an effective team. The company may have
other possibilities to develop ways for growth opportunities. This helps
in filling the gaps obtained by the analysis of various areas within the
company. Also, employees will get a chance to improve their level of
knowledge if required, according to the desired output of the company.
It is essential to provide employees with such opportunities in order to
help them grow and get stable within the company. Also, they do not fear
the consequences of redesigning or eliminating jobs.
Overlapping Gaps
The gaps indicated by the company during all the analysis
require an overlapping process in order to achieve the desired goals of
the company. According to the individual employee’s plan, if the 360
Feedback program is practiced then the employees are able to find out
the where they stand and what areas they lack in. This way, each
employee will get an advantage of setting his/her goals accurately and
perform the job effectively. Also, the 70-20-10 plan will help the
employees to enhance their learning aspects and create such a work force
environment where individual gains maximum satisfaction from their
performance and top management’s appraisal.
The company’s needs assessment when connected to the individual
employee’s plan, can benefit the company to a greater extent. If the
problem is lies among the employees regarding their knowledge or
efficiency, then training process will help to overlap such a gap. Such
training will include awareness of new resources that can be useful for
the operations and production of the company. If the gaps are not
because of the lack in knowledge of employees, then organizational
development can help to trigger the solutions for overlapping other
gaps. This will require strategic planning by the company. The company
must evaluate its performance level, and the stability of its
operations. It is equally beneficial to keep in mind the satisfaction
level of customers and their expectations from the company’s products.
Some time, the company does not figure out that due to less effective
production level and low efficiency, the company faces a lot of troubles
in achieving its strategic goals. In order to achieve the desired goals,
the company must overlap such gaps with effective workforce environment
and accurate assessment of the company’s needs.
Road Map for Career Development
In the company, it is necessary for employees to observe how they
are progressing towards their mission and how can they gain greater
financial rewards. The human resource management will assist in
identifying their goals, skill planning and objectives so as to move up
the employees towards the corporate ladder. They will also help the
employees in developing social skills, communication and networking in
order to achieve higher opportunities.
A clear road map for career development is to create a matrix that
is convenient to prepare for success in the future and take actions for
practical steps. First of all, employees must confirm their current
experience and skills and list them. The employees must also list their
experiences and skills that they will take according to years in the
future. The next step is to develop their future role and place in the
company. This should also include their current and future expectations
from the company. Lastly, the employees are required to fulfil their
skills and experience needed in order to achieve the desired position.
This should include the specifications related to training, books,
classes and experiences in order to move to higher job. This can
continue for the upcoming years, as well. This will result in a greater
outcome and a productive way to career development.
Training should be on a daily basis, and it must continue
throughout the career life of employees. They must learn through
mentoring, classroom and online courses. Also, on the job learning and
college and universities classes. Competency development is another task
that can be applied to help employees. It is not always easy to tell
other employees what one individual is learning. Employees can go for
online career mapping solution which will help them to figure out a
healthy career path they love. They can also figure out development and
competencies requirements that they will need at every level of their
performance. The road map that they will establish will make it
convenient for them to find their way to a successful life at work.
Educational assistance like sending employees for higher education on
the company’s expense will also be beneficial for both the employees
and the company.
Factors Influencing Career Development
Program
There are several factors that influence the career development
plan of employees in an organization. Such factors have their own
interaction with the employee and the surroundings. They can also affect
other aspects in human development. Some of the factors are stated
below:
Personal Characteristics: It involves the personality of employees, his
interests, values and aim in life. This factor plays a vital role in the
development of career. It is essential to pay significant attention to
such traits at the time of making career development or choosing a
career. It benefits an employee to seek the right path according to his
own interests and make sure that he deserves it.
Socio-Economic Factors: This factor serves as a barrier to the
development program of career. An employee may not be able to prepare
himself to choose the right career for himself if the family’s
financial situation is not stable. He will wish to earn as quick as he
can from any ordinary job even if he does not wish to work in that
career path. In such a position, the employee has to be firm and focus
about his career and must not compromise in choosing his career. If they
require training for any job, they must seek for it rather than
selecting a non-deserving job.
Physical and Mental Abilities: It is crucial for the company to assign
their workers on jobs which suite them. They must not be forced to do
something that they are not aware of the basic knowledge about that job.
Mental ability is an extremely powerful factor for every worker in the
workforce. This keeps the motivation high and the productivity also
enhance. If a worker does not like his assigned job, then he will never
work hard for it and will never achieve its goals. In fact, he will lose
all his motivation. This creates turnover of employees. It is the
company’s responsibility to provide its workforce with physical and
mental satisfaction. The company must know about their workers
interests.
Chance Factors: Chance factors are the events in life that can result in
selecting the wrong path in career development. Sometimes, employees
feel that due to certain situations in life they can never climb the
stairs to success. For such a situation, the company must guide them and
train them in order to reduce the level of demotivation and enhance
their level of satisfaction from work.
Improving Weaknesses: Personal and career growth development are best
accomplished when weaknesses are improved. The creativity, excellence,
productivity and happiness are all closely related to each other if the
weaknesses have overcome. Employees must understand that overcoming
weaknesses is a valuable as getting a deserving job. Every job requires
certain skills and abilities and to achieve those employees must
evaluate themselves first. After that, they must seek relative training
or guidance so that they are able to provide the required jobs. It is
the job of the organization to help employees seek guidance from their
top management and receive training. Without which, the motivation and
satisfaction level of employees will always be affected. Companies must
appraise the workforce at the time of enhanced productivity and guide at
the time of low productivity. Creating a sense of responsibility and
hard work will be helpful for the company to maintain its position in
the competitive environment.
There are several other factors that affect and influence the
career development program of employees negatively. Some of the observed
factors are lack of training, lack of a good mentor or training
services, no contacts with relevant professionals, no sufficient
knowledge about the industry and hesitations to talk with their seniors.
Such factors are critical to overcome, and companies are liable to help
employees get rid of such problems. It is equally essential for the
company to help employees and guide them to make career development
program successful. Because, employees success will ultimately become
the company’s success too.
The proposed plan will help managers to make essential guidelines
and provide training facilities to their employees and staff. This way,
the workforce will be able to initiate their career development plan
effectively and can benefit from it. Such a support provided to
employees will help the company to achieve its mission and values
accordingly. When the workforce feels satisfied and motivated, it
becomes easier for them to perform at their best level and comfort to
enhance the productivity and development of the company to compete in
the industry. It must be kept in mind that, success initiates from the
internal sources. The internal sources are mainly the workforce and
their environment. Their collective performance will have a deep impact
on the company’s outcome. The company must maintain its internal
sources alive and healthy so as to be a strong competitor in the
industry.
References:
“Getting Started with Employee Development Plan”, Human Capital,
Resources,
< HYPERLINK
“http://humancapital.doe.gov/resources/M-4-K%20X-“
http://humancapital.doe.gov/resources/M-4-K%20X-
7%20IDPs%20Getting%20Started%2010-2-08.pdf>
Mellon Carnegie, 2012, “A Roadmap for Your Career and Professional
Development”, Career & Professional Development Canter.
Dawn Rosenberg McKay, 2010, “What is Career Development”, About.com.
Career Development Plan PAGE * MERGEFORMAT 2
Career Development Plan