Strategies for Promoting Employee Development

This page offers suggestions and tools for employees and their supervisors on how to create an employee development plan and reinforce employee learning.

Tools: The following worksheets can be used collaboratively by employees and their supervisors to identify an employee’s development needs, create an associated learning plan, and reinforce newly acquired knowledge, skills and abilities.

  • Professional Development Worksheet (PDW) PDF DOC
    To help individual employees identify their development needs and create an associated action plan; can also be used as a tool for supervisors as they coach their employees in their professional and career development.
  • Learning Activity Worksheet (LAW) PDF DOC
    To be completed before, during and after each training event to promote successful implementation of learning back at the job.

Frequently Asked Questions

What is Employee Development?
Employee development encompasses training that prepares employees to perform their present job better, as well as career development activities that prepare them for job growth and greater responsibilities.
What is the Benefit of Employee Development?
A skilled and knowledgeable workforce positively impacts organizational performance; therefore, as employees gain experience and knowledge, it seems reasonable that there will be a corresponding correlation to the university’s success. In addition to increasing employee competency and effectiveness, organizations that invest in the development of its employees enjoy a more motivated and committed workforce that is evidenced by increased retention, higher job satisfaction and morale, and greater productivity. Employee development is a strategic investment in Texas A&M’s current and future success!
What are Competencies?
Competencies are those characteristics, often referred to as a set of knowledge, skills and abilities, which are found to consistently distinguish outstanding job performance. Competencies that are required for the performance of certain jobs are referred to as “job-specific competencies.” For example, job-specific competencies of an outstanding accountant would include high math skills and attention to detail, whereas an office professional might require the ability to plan and schedule meetings, and a service provider would need excellent customer service skills.
What is the Supervisor’s Role in Employee Development?
Employee development is a shared responsibility which requires collaboration between the employee and supervisor. The supervisor’s role as “performance coach” includes such activities as clarifying performance and behavioral expectations, helping employees understand the organization’s long and short-term goals, identifying learning opportunities, giving positive and corrective feedback, and providing necessary resources.
What is the Employee’s Role in his or her Development?
In addition to meeting current performance expectations, employees must be able to adapt to meet evolving organizational needs. For example, new skills and knowledge are often required to keep pace with technological change and new departmental procedures. Employees should be intentional about their self-development by continually evaluating the organization’s needs and their own desires for growth, assessing their skills and abilities, and seeking available learning opportunities.
What are Examples of Employee Development Activities?

The attainment of knowledge, skills and abilities can be achieved in numerous ways – many at no or low cost. Examples include the following activities:

Events:

  • Classes, workshops, seminars
  • Webinars
  • Conferences

On-the-Job:

  • Cross-training
  • Challenging assignments
  • Job shadowing
  • Observation and demonstration
  • Mentoring
  • Coaching
  • Buddy assignments

Organizational:

  • Team/committee membership
  • Committee leadership
  • Professional organizations

Education:

  • Degree Programs
  • Certificate Programs

Independent:

  • Reading Assignments
  • Online Training
What is EOD's Approach to Employee Development?

EOD is committed to providing employees with job-relevant and continuous learning opportunities that contribute to their current work performance and help prepare them for the next stage in their career. The Four Domain Competency Model illustrates EOD’s holistic approach to professional development. This model suggests that to be successful in any job, employees must have a requisite amount of job-specific knowledge and understanding, skills and abilities, and personal attributes. Furthermore, they must be able to work effectively within their organizational context.

Four Domain Compentency Model

Four Domain Competency Model