Employee development methods
Here on this platform we will impart you the Employee development methods with 7 methods.
Every company that aspires to success must be concerned with the evolution of its employees, both in terms of technical and behavioral issues. In light of this, the great challenge for HR is to find methodologies for developing employees that are best suited to the reality and specific needs of the business.
7 methods of Employee development methods
Check out the 7 methods of Employee development methods.
1. Seminars and workshops
The seminar is a type of training that consists of deepening a certain topic through presentations and lectures with experienced professionals and references in their fields of expertise. The workshop tends to be somewhat less formal, with the formation of smaller groups and practical activities to better fix the content.
Both cases are excellent choices when the company wants to improve the knowledge of its employees on a subject that brings direct benefits to the business or even to people’s daily lives, impacting the culture and organizational climate.
Thus, if the company notices that employees are experiencing high levels of stress and the perception of the climate is becoming negative, for example, it can offer a seminar on how to make the routine lighter and healthier . Also, if HR perceives that several salespeople need to develop their sales techniques, it is possible to set up a workshop on the subject, providing a more precise and practical learning.
2. Corporate University
The corporate university is a way to instruct and educate the company’s employees about different types of subjects that are related to the business in some way.
Most of the content is offered in the form of courses or training, which can be in person or remotely. The distance learning modality ( EAD ) has been gaining more and more strength in corporate universities, as it allows more flexibility for employees to participate in the training and courses offered.
Finally, a very common strategy is to link the completion of certain courses at the corporate university to the professionals’ career plan, which increases their chances of promotion when they dedicate themselves to the use of this tool.
3. Study groups
Study groups are the union of employees around a common subject. Its main objective is to deepen knowledge on the topic and provide new discoveries and innovation for participants and for the company as a whole.
The most common application of this employees development methodology happens when the organization is faced with something new that appears in the market and that it needs to adapt, or even when it wants to stay ahead of competitors through constant innovation in its processes and deliveries.
4. Mentoring and Coaching
Mentoring is a methodology that consists of transferring knowledge from a more experienced professional to a newer one in their career. The mentor acts as a guide, who uses all his experience in the field as a learning experience for those who are just starting out.
On the other hand, coaching is a more robust process, which involves both professional career and personal issues. It is a employees development methodology used in higher positions, which have more responsibilities attached, as it is not a cheap process.
One of the most used tools in both processes is the creation of an Individual Development Plan (PDI), which helps guide the next steps in the employee’s career plan and make the best decisions along this journey. You can learn more about this tool in the free course PDI – Individual Development Plan .
5. Technical training
Technical training aims to develop one or more technical skills in employees. It can be aimed at teaching the use of a certain tool or on how a certain process should be carried out, among other directions. Most importantly, it increases participants’ theoretical and practical knowledge and allows them to perform their roles with greater quality.
Technical training can be offered in different formats, according to the needs of each situation. Still, they can be in person or distance learning, seminars or workshops and even be inserted in the corporate university.
6. Behavioral training
Behavioral training focuses on the behavior of employees, not in the sense of imposing something or limiting them, but of understanding them and using them more productively, both for employees and for the organization.
But because these are more subjective issues, it is necessary to use the right tools when developing behavioral training. The Profiler is a great example, as it allows knowing the behavioral profile of employees and establishing the necessary behaviors in each position for the company to achieve its goals.
Based on concrete information obtained from the system, it is much easier to identify which skills to work on to assemble more accurate and efficient training.
The gamification is one of the methodologies for the development of employees is related to how training and courses are offered to employees. It starts from the premise of adopting logic, rules and game design in the teaching and learning process . In other words, the contributor has the feeling of playing while actually learning something new and developing.
Learning can be divided into progressive phases, with challenges to be met, points to be earned and rewards at each stage. This format increases engagement and improves absorption and retention of acquired knowledge.
As we have seen, there are several methodologies for developing employees that can be applied at different times in the company. Each one of them has its positive points to be explored and can provide many gains to the business. So, don’t wait for your professionals to remain stagnant to start using one of these methods!