Employee Development Checklist

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Employee Development Checklist:

• Develop a conception of excellent performance and identify obstacles affecting performance of a specific worker (what conditions work against the employee’s ability to perform in the best possible manner, for example existing gaps in his knowledge and skills);
• Identify and formulate gaps in employee skills and knowledge – evaluate how “wide” these gaps are, and estimate whether it is possible to eliminate these problems with a help of trainings (probably a one-time training or a series of trainings) or continuous self-education;
• Consider what skills and knowledge will be necessary for current workplace (and the whole department) in future to prosper and accomplish essential tasks with a sufficient productivity and level of quality;
• Consider the employee strengths, and discuss with him areas for future growth (probably he has certain objections and suggestions on how to overcome current performance barriers);
• Define what trainings are available by internal means of the organization, and what trainings require involvement of external resources (outsourced trainers);
• Start developing each employee’s individual program which is a combination of trainings and self-educational efforts that can support him towards the desired level of professionalism;
• Assign a mentor or a supervisor who can provide the employee with everyday coaching, aid, or experience-sharing (an individual who can help the employee to raise his qualifications);
• Define and advise educational resources online, special books, forums and other informative points where the employee can find materials for his self-education;
• Finalize a development program for each staff member, embracing timeframes, objectives and expected results (so, under frameworks of such programs, you can invest into your workforce meaningfully);
• Assign a responsible executive to carry out ongoing employee developmental orientation and management, including keeping records on trainings and consulting about the next steps (this could be a person from HR or immediate manager of the staff member);
• Contact training agencies and request relevant training opportunities. Define whether you have a group of workers who need the same or similar trainings;
• Identify the best manner and schedule for trainings (learn whether it makes sense to send your employees to a development center, or a coach can come to your organization) and complete training request forms;
• Define which certifications and examinations are necessary to approve successful completion of the training course, or if you don’t request external help, develop examinations by your own means;
• Enact the staff improvement plan, and obtain signatures from......

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