Ultimate Performance: Measuring Human Resources at Work

Employee Development

Organizations that proactively support professional development of employees recognize that it is a top priority for most workers. Development can also enhance company performance and institutional expertise. Some HR departments make a point of meeting with each employee at least once every 6 to 12 months to formally review development plans and progress. In addition to these oneon-one planning sessions, employee development may include on-site professional association and university programs. We’ve heard arguments that organizations that offer these development opportunities run the risk of preparing employees for other organizations. But we are convinced that the overall benefits to the company and its workforce warrant the costs. Professional development is consistently a top three (along with quality of work and co-workers) retention factor for critical employees. And the ROI, particularly for job related professional development, can be quick and significant. Employee development can also impact organizational esprit de corps.

Human capital is complex. Often, what seems like a logical solution to a problem may have implications in dissonance with the objective. After defining a problem and instituting a quick fix, it’s best to completely understand the challenge and implications before implementing any real change.