Many companies spend a lot of time and effort on attracting and selecting talented people. But then they just sit back and wait for the rewards that the new talent will bring. This approach isn’t effective. You need to think about how to inspire and motivate new employees and how to provide an environment for them to develop their talents further. You want to improve their long-term performance through development and training.
Employee development is a long-term commitment to provide individuals with work experience that prepares them for greater responsibility in the future. Typically, about 90% of employee development is done on the job.
Training, on the other hand, is a short-term intervention designed to give employees fast access to the work knowledge and skills they need to perform their tasks. Its focus is on making employees productive as soon as possible.
Managers aren’t always expected to play a large role in training, but should be deeply involved in employee development.
Training is expensive and isn’t enough to prepare people for promotion. So development is both important and a cost saver. Because most development occurs on the job, it’s under a manager’s direct control. As a manager, you can use a range of development methods such as coaching, talent-review discussions, feedback, and stretch assignments.
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