Employee development budget
We got a budget for employee development this year, but so far we've been doing it chaotically—whoever asked got a training course. I want to make it more structured, but I don't know where to start: with individual development plans or with the needs of the organization as a whole.
1 comment
to_503783
·1 month ago · EditedThe best approach is a two-sided one: you start with the company strategy and what competencies will be needed in a year or two, and then you overlay the individual aspirations of employees and look for common ground. Purely reactive handing out of training to whoever asks leads to developing people in directions that are not always needed by the company. It’s also worth remembering that development is not just training; mentoring and job rotation often give more than another course. You can find a well-described approach to this topic here: https://radio.katowice.pl/zobacz,72340,Jak-skutecznie-zarzadzac-rozwojem-pracownikow-w-nowoczesnej-organizacji.html