Diagnosing Your Employees Development Needs
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Training Need Identification, Competency Mapping, Training and Performance, Performance Management, Performance Coaching, Organization Capability Building
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Diagnosing Your Employees Development Needs
- 1. GAP WHAT IT IS QUESTIONS TO ASK DEVELOPMENT TOOLS Do they have a learning mindset/approach ? What they believe What they think about achieveing their goals and how ? What roadblocks they feel in their way to achieve it ? What support/help they seek ? Are they philosohically aligned with Organization Business strategy and delivery system, if not willing and capable to change their mindset to align ? Do they demonstrate insight ? Can they change and are thay willing to change ? Do they possess inherent attributes needed ? Are their jobs consist factors that can help them ? Training, Assessment, Performance Management, Performance & Psychological Coaching and HR Processes-n-Intervention, for expertise consulting please contact: corehrdc@gmail.com They exibit their behavior The way they think VALUE/MINDSETPERSONALITY/INTELLIGENCE How they are hard wired Inherent attributes Can they demonstrate skill/behavior ? Experience: OJT, Experiential Learning, Projects assignments, Team Lead roles, Subordinate Coaching, Assignment streching, Additional Responsibility, Observation Learning, Learning under Mentor etc. What they know Do they need to expand/enhance their information around defined subject or work area ? Information/ knowledge they need to have to be successful Do they need additional information? Educational: Training, Professional Tours, Academics, Professional membership, Joining Professional Associations and Chambers,Subject Research, Reading Professional Books and Journals etc. What they do Diagnosing Your Employees Development Needs KNOWLEDGESKILLS Self Awareness: Coaching, Assessment, Self-study, Well defined and structured job specification, Job and Role rotation, On-going counseling, Reading professional books and journals.Can their Job or Role or Responibilities be changed or redesigned so that they can improve and compensate for their weakness ? Are their values aligned with those of the Organization, if not are they open to compromise and align with it ? Exposure and Exchange: Coaching, Metoring, Counseling, Self- Reflection, Presenting, Have they used or demonstrated the skill/behavior successfully in the past ? Do they know how ?