SELF DEVELOPMENT PROGRAMMES

Background

Most change programmes require the right balance of systems processes and people. Job evaluation and performance appraisal is seldom sufficient to ensure true employee satisfaction and a balanced programme of personal developments.

Method

We discussed alternative methods of complementing job evaluation with competency tools and techniques ranging from assessment centres to personal coaching. These provided a basis for development programmes and group understanding of how to grow individual and team talents and resulted in an enthusiastic programme of self development.

This is an ongoing initiative which has the support of managers and staff at all levels, and is seen as a key contribution to the business.

Outcomes

- A non threatening and realistic picture of competency for particular tasks.
- Individual commitment to development plans.
- Company-wide use of the learning or knowledge centre.
- Real growth of intellectual property.