This guide will help you answer 2.2. Explain the basis on which types of development actions are selected.
In the field of business administration, professional growth is critical. Selecting suitable development actions plays a major role in ensuring that employees improve their skills and contribute effectively to the organisation. In this section, we will discuss the considerations and criteria for choosing development actions.
Organisational Goals
First and foremost, align development actions with organisational goals. Every company has its own objectives, visions, and strategies. Development actions should reflect and support these aims. For example, if a business aims to improve customer service, training that enhances communication skills or customer handling techniques may be appropriate.
Identifying Organisational Needs
- Assessment of current skills: Evaluate existing competencies within the organisation. Identify gaps where additional skills are needed.
- Future projections: Consider where the business wants to be in the future. What skills will be needed to support this direction?
Individual Employee Goals
Understand the personal and professional aspirations of employees. Encourage growth that meets both business needs and personal ambitions.
Creating Individual Development Plans (IDPs)
- Goal setting: Help employees set realistic and challenging goals. These should be specific, measurable, and relevant.
- Career pathways: Offer opportunities for career advancement. Tailor development actions to align with an employee’s career aspirations.
Types of Development Actions
There are various types of development actions available, and selecting the right one depends on multiple factors. Let us look at some of these:
Formal Education and Training
- Workshops and seminars: Short-term sessions focusing on specific skills.
- Accredited courses: Certification programs that provide formal recognition.
Basis for Selection
- Resource availability: Consider budget and time constraints.
- Relevance: Ensure the content meets the specific skill requirements.
On-the-Job Training
- Job rotation: Employees move through different roles to gain experience.
- Mentorship: Senior staff members guide less experienced colleagues.
Basis for Selection
- Immediate applicability: Practical skills that can be immediately applied.
- Peer learning potential: Opportunities for staff to learn from one another.
E-learning and Online Courses
- Flexibility: Employees can learn at their own pace.
- Accessibility: Available from any location with internet access.
Basis for Selection
- Technological capability: Ensure employees have the necessary tools.
- Self-motivation: Suitable for those who are capable of self-directed learning.
Learning Styles
Recognise that individuals have different ways of learning. Tailoring development actions to suit these can improve uptake and effectiveness.
Types of Learning Styles
- Visual: Prefer visual aids like charts or videos.
- Aural: Benefit from listening to discussions or lectures.
- Kinesthetic: Engage with hands-on activities and experiences.
Basis for Selection
- Employee preference: Understanding how an employee learns best.
- Nature of skills: Some skills naturally lend themselves to certain learning styles (e.g., practical skills for kinesthetic learners).
Evaluation of Development Actions
Select development actions that can be evaluated for effectiveness. Choose methods that allow for assessment and provide feedback for further improvement.
Measuring Success
- Pre- and post-assessment: Evaluate knowledge or skills before and after training.
- Performance monitoring: Observe changes in job performance over time.
Budget and Resources
Budgetary constraints often dictate the choice of development actions. However, cost-effectiveness doesn’t mean lower quality.
Cost Considerations
- Cost-benefit analysis: Determine the potential return on investment.
- Resource availability: Assess what facilities and resources are available.
External Environment
Stay updated with industry trends and external factors that may influence skills demand. Adapt development actions to ensure relevance.
Sector Demands
- Legal and compliance needs: Training to meet industry regulations.
- Technological advances: Keeping up-to-date with the latest technology.
Employee Engagement and Motivation
Development actions should engage employees and motivate them to learn and improve their skills.
Encouraging Participation
- Incentives: Offer rewards for completing development programs.
- Career benefits: Provide clear links between development actions and career growth.
Conclusion
Selecting the right development actions is an ongoing process. It involves balancing organisational needs, employee goals, learning styles, budget constraints, and the external environment. By considering all these factors, administrators can create effective development plans that benefit both the organisation and its employees. Remember, the correct selection not only fosters individual growth but also propels the entire business forward.
