Vision on employee development

< Employee development < Vision on...

Introduction

 * It is a best practice to involve managers when implementing employee development.
 * As an HR employee it is a best practice to start a dialogue with a few managers that score high on employee satisfaction.
 * Ask them the following questions:
 * What is their approach?
 * What can HR (and other managers) learn from their approach?
 * Do they use a spreadsheet or system to facilitate employee development?
 * Etc.

Index

 * Best practices
 * Technology
 * Technology

How can a system facilitate employee development?

 * In D365 for Talent (the HR module of Microsoft Dynamics) you can define skills and competencies, set goals and review those goals.

Skills and competencies

 * Gap analysis: You can also make gap analysis regarding competencies and skills.
 * For instance if you have a job that requires certain skills you can check which people in the organization have the best fit for that job.
 * A manager can also compare employees so he can ask employee x to coach employee y.

Goals

 * A challenge regarding goals is that employees don't know how to set goals. In some organizations they ask people to set four goals and they add a strategic goal 'be agile' to each employee.
 * Setting goals

Reviews

 * See Reviews in Talent.