A7: Making the Case for Employee Development Part 2-The Personal Development Plan Employment development is the process organizations use for each employee that provides the means for him or her to grow in knowledge, skills, and abilities to perform at their ultimate best, all aspects of the present positions. The employee is able to grow and season in ways beyond his or her imagining and in ways that are valuable to him or her (Laureate Education, Inc. 2011). The employee is able to make a greater impact in and for the organization’s success. Employee development prepares each employee for future positions important for the organization and important for him or her. Employee development shows the employee the organization is committed to his or her present and future growth, development, and success. The employee finds enjoyment in work, increases his or her engagement, and is willing to commit and remain with the organization (Noe, 2013). The Personal Development Plan I would like my organization to provide for me is one that begins with an employee development plan. The development plan follows a four-step process. My manager and I work together to first, assess my strengths, weaknesses, interests, and values, followed by a reality check on what needs are realistic to develop and appropriate for the long-range plans of the organization. The next steps of the plan are goal setting and action planning. My manager and I will identify goals that are important, specific, and directly related to my present and future position’s growth and development. The action planning will lay out the steps to follow, resources or initiatives to use, and the timetable for accomplishing each goal identified. Four development initiatives I would like to take part in are formal education programs, the Myers-Briggs Type Inventory (MBTI), job enlargement, and temporary assignments. Formal Education Programs My future goal is to be a part of Instructional Design, as a trainer and/or employee development manager for the organization. I know I do not have the necessary computer skills to perform this position as successfully as needed. I would like to take a course or series of courses that teach computer technology skills. I want to build my technology skills, to know and use each function so I am able to design, create, and perform at my optimum best when using my systems (work and personal). I want to be able to problem-solve if an issue arises that inhabits continued use of the system. I want to know how to use computer technologies to develop, design, and implement interactive trainings and employee developments needed for the organization. The organization can offer the course (s) in-house, using organizational experts in technology as the instructors, or the organization can provide an outside resource to use to take the course (s). The Myers-Briggs Type Inventory is an assessment (based of Carl Jung’s personality type theory) that measures a person’s basic personality characteristics or types. The personality characteristics/types influence how we understand the world, process information, and socialize (Now, 2013). The assessment will help to increase and improve my self-insight so I can view situations from different perspectives, provide support to others, work more effectively as a team member, inspire others, and efficiently/effectively communicate and implement new ideas. These are behaviors and skills important to have for my present position and future position goals. Job Enlargement will make it possible for me to broaden my skills, knowledge, and abilities for the position I presently hold with the organization and prepare me for future positions that require wider range of expertise. Through job enlargement, I am able to add challenges and new responsibilities to my current position that not only helps the team, but also assists the manager and the organization. Job enlargement can include working on special projects assignments for the degrees, the organization, and/or the teams in the organization. It can involve taking on a different role in the team and researching/reporting on new developments and/or initiatives with the organization, the government, our accrediting organizations, other universities, and our present and future clients. Temporary Assignments will allow me to take a position of interest or of need for the organization for a specified period. This will enable me to grow my skill base and expertise, contribute more to the organization, and become a more valuable employee for the knowledge and experience I gain in the temporary position. Temporary assignments will also make it possible for me to work at one or more of the other universities of the parent company, where I can share my expertise as an adviser at my university and learn the expertise of the advisers at the university (s) I am temporarily assigned. Temporary assignments open the opportunity for employees (such as myself) to gain a stronger understanding of the position they hold and its importance to the organization as a whole. Employees are able to build network contacts that span across the country and the world. Employment development will help me to grow in ways that leads to stronger skills, expanded knowledge, and more expertise in the position I presently have, so I am ready to move into a position of greater responsibilities and/or advancement. I am able to build value in myself and become valuable to the organization for the experiences gained through each initiative. I will be able to align my career goals with the goals of the organization, so I can work better in ways that leads to the organization’s success (which in turn, is my success).
Laureate Education, Inc. (Producer). (2011). EIDT-6501-01 Training and Development. Employee development [Video file]. Retrieved from https://class.waldenu.edu/webapps/portal/frameset.jsp?tab_tab_group_id=_2_1&url=%2Fwebapps%2Fblackboard%2Fexecute%2Flauncher%3Ftype%3DCourse%26id%3D_4857388_1%26url%3D
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill.