Sie wollen Ihr Team weiterentwickeln. Was sind die besten Mitarbeiterentwicklungsprogramme?

Creo que los programas de desarrollo con el objetivo de lograr fidelizacion de empleados son utiles solo en la medida que existan dentro de la organizacion otras condiciones que favorezcan la permanencia de las personas, sin esto cualquier programa de desarrollo no tendrá el efecto previsto.

when addressing training for our team members; we need to focus on on job training schemes and on coaching . Theoretical training in important to enhance thier knowledge ; however; the organisation will بنی for the same after turning this into hands on skills

Os programas de desenvolvimento dos colaboradores são essenciais em uma organização, uma vez que gera retenção de talentos, times de alta performance, líderes engajados com a cultura da empresa e consequentemente colaboradores com sentimento de pertencimento. Desenvolver o time deveria ser premissa básica de qualquer organização. Outro ponto positivo é a redução dos KPI's, melhora do clima organizacional e competitividade perante o mercado.

Investir em programas de desenvolvimento, como liderança, equipes, estagiários e trainees, pode contribuir significativamente para a retenção de talentos, aprimoramento da qualidade dos processos, fluxos e entrega de resultados, além de promover motivação e maior envolvimento com os desafios da organização. Um exemplo é o investimento em uma universidade corporativa, que possibilita o aprendizado focado em technical skills, hard skills e soft skills. Além disso, esse investimento favorece um aprendizado alinhado com as necessidades da empresa e das funções, proporcionando flexibilidade, crescimento e engajamento por meio de metodologias de gamificação.

All training programs are applicable for the development of the team, depending on the type of subject intended to build their capacity on. So, the best way, is first to conduct an assessment, to find out the gaps and later decide on the best method. Most of the time on-job training might be useful.

El aprendizaje debe pasar por hacer lo que gusta es esencial tu pasión y tu vocación son imprescindibles encontrarlos así tu emprendimiento generará la economía del conocimiento para difundirla y crear prosperidad 👣💪🇦🇷⚡️

Here are some challenges but not limited to • Cost and resource allocation: Budget constraints may limit the implementation of comprehensive programs and resources. • Alignment with organizational goals: Ensuring that development initiatives support the strategic objectives of the organization can be challenging. • Measuring effectiveness: Quantifying the return on investment (ROI) and determining the impact of development programs on employee performance can be complex. • Overcoming resistance: Some employees may be resistant to change to participate in development activities due to various reasons. • Addressing individual needs: Tailoring programs to accommodate diverse learning styles and preferences requires careful planning.

Su impacto será de alto valor si responde a ese contexto y a los objetivos a alcanzar. Cuando nos posicionamos ahí los costes se resignifican para propulsar todo aquello que nos hemos propuesto. Que ese aprender se consolide y aplique arrojará resultados que permitirán un crecimiento y un bienestar para todos.

First we have to knows the differences between Training and development and ensure that we are in development phase not training phase, development should be linked to higher position which is taken in consideration in the budget and org structure, which means don’t ever develop one of your employees for the next level position and you don’t have a post already because you will lose his momentum.so the mane challenge is closing the full circle time efforts and after development step.

To improve your team's performance, engagement, and culture, consider implementing these development programs and initiatives: - Offer training sessions and workshops to develop specific skills and competencies. - Establish mentoring or coaching programs. - Work with each team member to create personalized career development plans. - Encourage cross-functional collaboration and learning. - Invest in leadership development programs for high-potential employees. - Implement a culture of continuous feedback and performance management. - Provide access to a variety of learning and development resources. - Recognize and reward employees for their efforts and achievements.

I would like to add informal program. If you have subordinate does not have degree in education then supervisor has to think out the box. Maybe it is something would not be in the book. Use new ingredients to make new recipe

Ambos programas son necesarios para la adquisición de nuevos aprendizajes y competencias. Considero que los programas informales ya después de una formación inicial, es netamente una decisión personal que no todos eligen cuando ya se encuentran en una posición que habilita su confort. Muchos consideran que no los necesitan pero la formación continua es necesesaria e importante para todo entorno en el que uno se desenvuelva. Implica un mayor crecimiento no solo desde lo profesional y académico sino tambien en lo actitudinal.

Acredito que ambas as categorias são essenciais para o desenvolvimento dos colaboradores. Assim como implantação de universidades corporativas, no qual é possível trabalhar competências alinhadas à cultura e ao negócio da empresa.

Building teams needs an understanding of skills and business requirements this allows you to undertake a skills analysis and try develop a training plan to fill gaps and align development options with business goals and objectives

While I was in ATD 2015 I heard the new word about training Mobile based training, I asked what is that? The company representative told me that the new trend of training is mobile applications and no need to attend sessions every thing will be through mobile , for this reason the next year ATD conducted ATD technology which means there are a different ways easer than before to deliver the training and conduct the assessment . But it depends on the level of attend is and content and the main goal of the training.

TNA Training needs assessment , once you complete the Performance evaluation and get feedback and comments you have to analyze the results to determine the areas for development or required training , without linking this to the job competencies you will lose the real impact on the job performance and qualifications

Envolver a equipe na escolha dos programas de desenvolvimento e de suma importância, uma vez que o time que realiza a operação contribui com insights importantes para o sucesso do programa de desenvolvimento individual.

To select the best employee development program, first watch, listen, and learn what areas reflect the most need. Simultaneously, determine if things need improvement or advancement. Then, when selecting a delivery method, choose one that can easily be tailored to the needs of the employees’ learning styles (visual, kinesthetic, and Auditory). Upon completion, always solicit for feedback to continually gain input on how the program could be better. Lastly, gather follow data to prove or disprove return on investment. This is always a revolving process, so never stop adapting.

Before any decision. 1_we evaluate team separately and write strength points and weaknesses for each employe 2_check what sustainable business growth need. 3_defined long-term and short-term goals After that we created a plan as a Cross-training program to let them learn different tasks and skills. This kind of program is very effective because it will increase productivity, knowledge, and teamwork. Also, online platforms support continuality in learning and allow faster innovation.

Developing employees is not just about teaching them new skills or providing training; it's about nurturing their growth, empowering them to reach their full potential, and fostering a culture of continuous learning and improvement within the organization. To develop employees effectively, we need to adopt a holistic approach that encompasses both professional and personal development.

Always be sure that you get feedback from your employees before implementing a change that changes their day to day work life. Also ensure that this new change doesn’t contain unneeded Muda or waste. Employees are resistant to adopting changes that negatively impact them and their buy-in can result in attrition or resistance to it. No one wants to be forced into a change when it is wasteful and inefficient. This is why Lean principles give power to floor level employees to create change and problem solving skills and awareness. Change should come from the bottom to the top in order for employees to buy in and improve their work processes.

I agree that feedback and effective communication is important to implementing and supporting employee development programs. Listening to your employees is the key to building a successful development program.

Employee development programs include mentorship, training workshops, leadership development, cross-training, education assistance, performance coaching, job rotation, online learning platforms, feedback systems, and personal development plans. These initiatives aim to enhance skills, foster leadership, promote versatility, support education, provide feedback, and align individual goals with organizational objectives.

Training Workshops and Seminars: Offer workshops and seminars on relevant topics such as leadership development, communication skills, time management, and technical skills training. Mentorship Programs: Pair junior employees with more experienced mentors within the organization to provide guidance, support, and career development advice. Continuing Education Assistance: Provide financial assistance or reimbursement for employees pursuing further education, such as degree programs, certifications, or professional development courses. Cross-Training Opportunities: Encourage employees to gain experience in different departments or roles within the organization through cross-training programs, which can broaden their skill set and perspective.

Employee development programs go beyond basics, embracing diverse initiatives. Apart from recognizing benefits, addressing challenges, and exploring program types, efficient organizations promote team development. Mentorship fosters skill growth, while leadership development sharpens decision-making for potential leaders. Cross-training encourages versatile skills, and soft skills training improves team dynamics. Online platforms support continuous learning, and workshops offer insights. Job rotation broadens operational understanding, and language training aids collaboration. Success hinges on aligning programs with goals and meeting team needs.