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Creating a Development Culture: On the Job Strategies for Developing Employees
- On-the-job development experiences
- Mentoring
- Self-paced learning technology
- Use of mobile learning applications
- The manager’s role in employee development
- Getting resources and support for employee development
Overview of the webinar
Employee engagement research has demonstrated that skill development and career opportunities are some of the most highly valued job factors, especially for the new Millennial workers. However, managers can be resistant to providing employees with training. This webinar demonstrates how organizations can create a culture where development is a regular occurrence on the job, and on a day-to-day basis for employees at work.
Many organizations are now putting effective skill and career development programs in place to engage and retain key talent and develop talent resources for the future.
In this session, you will learn how to embed employee development practices in your organization’s cultural ‘DNA’. Join us to learn how to ensure that employee development becomes an ongoing organizational priority that supports business strategy.
Who should attend?
- Human Resource Professionals
- HR Generalists
- Managers
- Supervisors
- Leaders
- Executives
- Talent management
- Retention consultants
- All employees working in any organization
Why should you attend?
Employees frequently leave organizations for career advancement opportunities. They can also get bored or become stagnant in their jobs without a feeling of growth and getting ahead.
Organizations that succeed at creating a development culture enjoy profound competitive advantages by attracting, retaining, and engaging talented employees. Many organizations emphatically state their commitment to employee development and set goals for building talent and promoting from within. Yet, short-term pressures often drain the development effort and drive external recruiting as the solution, undercutting employee growth and sending a message to the organization that commitment to employee development is weak.
Avoid unwanted turnover, increase performance, and improve employee engagement by creating both development programs and consistent habits within your company.
Faculty - Miss.Lyric Fortson
Born and raised in Colorado, Lyric is a second-year Industrial-Organizational Psychology Master's student at San Jose State University. She is currently conducting research on employee turnover amongst early-career employees. She has held previous roles as an HR Business Partner and HR Specialist Intern at Fortune 1000 companies. At ITS, Lyric is a Talent Management Specialist where she helps run the Client Care team, co-facilitates client sessions, and manages projects. In her free time, she enjoys sipping wine and running with her dog.
Credits
HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
ComplianceIQ is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for [1] PDCs for the SHRM-CPSM or SHRM-SCPSM. For more information about certification or recertification, please visit www.shrmcertification.org.