Question

Employee develop involves longer term training and opportunities that while not immediately needed on a current job prepares an employee for a future possible position. Describe how you would approach these development opportunities if you were an employee, a supervisor/manager, and the organization (senior management / HR)? What types of development do you see within companies you have worked for and what would be the process you would use?

Answer 1

Employee development programs are mostly arranged by human resources and management.

Employee perspective:

As an employee I would be happy to grow and reach higher levels. Hence I will be eager to attend training programs and learn new skills which help me in the long run. I will have interest in all kind of training and learning programs and may even ask my supervisor or manager to guide me in the right path.

Supervisor/manager perspective:

Now I have promoted from low level employee, my enthusiasm will be less than that of an employee. However, I will learn and develop skills to manage people under me and also ask the organization to conduct separate sessions for skill development and management. Some might be interested in technical skills while others in management skills. Those people should be identified and segregated. Separate training should be given to them.

Organization perspective:

Organization should have the best interest of employees in mind and should adhere to their requests. If an employee approaches and asks for a special training, the organization should respect the need of the employee. And hence the respect for the management among the employees will be increased.