expand
LATEST POSTS
4 Reasons to Save Your Raise
An Article Written by Levo Congratulations on getting a...
Building Employee Confidence
An Article by the American Management Association What is...
ICAS Services: Occupational Injury and Musculoskeletal Health Solutions
This innovative product offers proactive services focused on reducing the...
Why ‘Sweatworking’ Is The New Lunch Meeting
An Article by Huffingtonpost.com (Reuters) – Sweatworking, the growing...
What is an EAP?
An Article by Hennie Verhoef for HRPulse If you...
Why Healthy Eating and Exercise Go Hand in Hand (…And Why Weight Has Nothing to do With It)
An Article by The Healthy Advocate Many people argue...
Five Benefits of Exercise and Nutrition
An article by Carolyn Robbins, Demand Media If you...
Wellness in The Workplace – Have Heart @ Work!!
An Article by Lauren Pietersen for heartfoundation.co.za Most of...
5 Ways to Cut Down on Stress-Related Absenteeism
An Article by Margaret Harris for Sunday Times Careers...
How To Be a Strong Leader in the Workplace
                 ...
9 Subtle (and Effective!) Tips for Healthy Employees
Start-up founders love to talk about wellness and fitness,...
Stress Management – How to Reduce, Prevent, and Cope with Stress
Authors: Lawrence Robinson, Melinda Smith, M.A., and Robert Segal,...
Is Yours a Learning Organization?
An Article by David A. Garvin,  Amy C. Edmondson...
On the Job With Chronic Fatigue
We’re almost midway through 2016, and job stress could...
10 Tips For Winter Wellness
An article by HealthStatus and accompanying image from iStock....
Importance of Workplace Health & Safety
An Article by Sherrie Scott, Demand Media for Chron.com...
When An Employee’s Crisis Becomes HR’s Problem
An Article by Chelle Cohen for Workforce What impact...
Shifting from Star Performer to Star Manager
An article by Annie McKee for Harvard Business Review...
What Kind of Leader Do You Want to Be?
An article by Rebecca Newton for Harvard Business Review...
Employers Should Take Responsibility for Employee Development
An Article by Deta Constantine for The Evolllution It can...
Helping Your Employees in a Time of Crisis
When tragedy strikes, looking out for your employees is...
Making Exit Interviews Count
 An article and images by Everett Spain and Boris...
Supporting employees when trauma strikes
“A traumatic event by its very nature is unpredictable,...
Have you got a hold on your absenteeism/presenteeism risks?
Lutgen Terblanche, Project Lead and Business Development Manager at...
Harnessing the power of change
Most employees are averse to change, yet adapting to...
Combating occupational injury and muscular skeletal disease – the UK vs SA
According to independent consultant, Lutgen Terblanche, South Africa can...
Weight Wise- an ICAS guide
Weight Wise As modern day lifestyles become increasingly busy,...
Taking that Big Leap
We all come to that point in our lives...
ICAS’s 5 top tips for being more productive at work
We all get that sluggish, unmotivated and all around...
Stress in the workplace and how to deal with it!
Stress and how to combat it When it comes...
Authority at work benefits men more than women
Men benefit from having authority in the workplace more...
Motivate Managers
Motivate Managers to Motivate Employees Managerial staff and employees...
6 Guidelines to a happier workplace
What’s in a job?  Well, hopefully some happiness.   “How...
Money matters
It may be a cliché, but smart employers know...
Getting help when you’re hooked
Substance abuse within the workplace is on the increase....
Article on Conflict
CONFLICT Where people live and work together, conflict is...
Understanding the real cost
Companies worldwide recognise the impact of health conditions on...

ICAS – Working Better Together

675 days ago
Employers Should Take Responsibility for Employee Development

675 days ago
Employers Should Take Responsibility for Employee Development

An Article by Deta Constantine for The Evolllution

It can be difficult for employers to swallow the costs associated with employee professional development, but ultimately the company benefits when its employees have the capacity to embrace change and innovate.

The question as to who should be responsible for an employee’s professional development is an easy one to answer; it is the Employer. However, the challenges of today’s business climate make the reality of answering the increasingly more complex and difficult for most companies.

Long-term individual development is still the responsibility of the potential employee. But once the individual has been hired, professional development becomes the responsibility of the organization. Although the employee was hired with a certain set of knowledge, skills and abilities, if the roles and responsibilities of the position change—and they will—the employer has a “corporate social responsibility” to invest in their human capitalEmployees are investing in their companies by working longer hours, by handling evolving tasks and assuming increased responsibilities. Is it fair to expect the employee to also assume the cost of their professional development?

Organizations that understand the true value of professional development, culture, innovation and creativity also recognize the value of continuously educating their employee base. These organizations are the ones that will be better positioned to adapt to the rapidly changing demands of today’s work environment. Incorporating professional development within the overall corporate strategy, with so many competing interests and tight budgets, is the challenge.

 

Many organizations have survived by understanding that the investment in talent development is part of their outlay into human capital as it pertains to skill development for job advancement. Less forward thinking organizations believe the investment is part of overall rewards, recognition and retention programs. Some even require a time commitment from employees for the company’s investment in their learning. Professional development may well be a way to reward or recognize good employees, but this is a risky and myopic view.

Most leaders would agree there is a requirement and benefit to developing their employees. Yet this benefit may be hard to quantify; when a company is looking to cut costs, professional development could all too easily become the casualty. Given the economic environment of the past half-decade in particular, we have seen a dramatic decline in organizational employee development investiture. However, if we hope to promote a culture of innovation and creativity, organizations need to look differently at their investment in employee development.

Rypple, an innovative software company, has integrated professional development into its business model. It promotes this philosophy on its website stating: “…. we’re always experimenting and constantly learning. We have a healthy disregard for the “impossible” & “the way things are done”. We practice what we preach”.

We must also consider the cost of NOT developing our people. Do companies that have a record of promoting development get better quality hires? Long-time business leader General Electric boasts the following about its Leadership and Learning Programs: “At GE, learning is more than a classroom activity. It’s how we come together to embrace change, develop skills to change things for the better, and get energized about it all.”

The answer is an easy one. The responsibility to develop employees lies with the employer. How your organization actually solves the question, however, is the real challenge.

 

 

♦ End

Leave a Reply

Your email address will not be published. Required fields are marked *

*

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <strike> <strong>

Follow Me

Follow

Get every new post delivered to your Inbox

Join other followers