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| Type of paper: | Essay |
| Subject area: | Business |
| Academic level: | College |
| Style: | Harvard |
| Size: | 51.0 kB |
| Word count: |
2657 words/10 pages
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| Mark awarded: |  |
| Author: | Annice Singh |
| Date submitted: | 2008-11-22 00:03:08 |
| Rating/Votes count: |
5.00 / 3
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| Tags: | development, training, quality, reward, setting, andragogy, TQM, Total Quality Management, Kohn, Marsden Richardson, Finn, Osipow |
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SCOPE OF STRATEGIC EMPLOYEE DEVELOPMENT ``Developing and nurturing those employees is just as important as hiring them (Wonderlic , Charlie 2007 . Because the organizational members are considered as the most important asset of the company , it is important that an organization be always willing to invest on these assets in order to maximize their contributions to the development of the organization as a whole . As Wonderlic argued , ``Creating a solid plan for the continuous improvement and advancement of employees is a vital part of an organization 's long-term success ' Strategic employee development should strive to develop its organizational members into individuals who are well-equipped with knowledge and skills that their job specifications and the organizational goals require . Strategic employee development should also involve the development of other aspects of its members ' personality such as their social and emotional aspects by providing seminars and conferences that will enable them to participate in activities let strengthen their relationships with their co-workers and their supervisors . Employee development should also provide these organizational members with a friendly working environment by involving them in setting up company rules and policies . This can even extend to giving them the opportunity to participate in planning and decision-making processes . Generally , development programs aimed at researching and reviewing training programs that will provide services to enhance the job performance and job satisfaction and also that which would provide career development for its members . A Strategic Development Program should be able to attain the following goals (1 ) to assist leaders and managers to be effective in their job roles and responsibilities (2 ) to enhance employee overall job performance and job satisfaction and (3 ) to provide high quality programs and user-focused training for employees facing modified job expectations and new technological applications (Middle Tennessee State University , 2008 . For the Corporation of the Town of Milton3 , Strategic Employee Development is ``designed to build talent and behavioral core competencies throughout the organization ' Based on their 2007 employee development program , the company aimed at four key goals : first , to contribute to the business sustainability and the ongoing success of the municipality second , to support career planning and development across the organization third , to support leadership continuity and lastly to support technical continuity in key positions . Strategic Employee Development targets the almost all aspects of the its employees ' personalities because it does not only focus on cognitive development , but it also targets social and emotional aspects as evidenced by the inclusion of boosting the morale of the employees by making them feel that they are being valued by the organization . The main focus of the process is on ensuring both long-term and short-term success for the mutual benefit of the organization and its members . In other words , Strategic Employee Development should provide programs that will develop its members into well-rounded individuals . There have been several strategies that organizations try to employ in their own devised Strategic Development Programs . Generally , the scope of such program runs on the following : team dynamics and team building , leadership development and... |
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