1 / 25

Introducing… Creating a Culture of Development

By: Tony Dale Crass, Jennifer Coleman Kern William Kernodle Andrew Thomas Nina Vlatkovic. Introducing… Creating a Culture of Development. Development. “Tell me and I forget. Teach me and I remember. Involve me and I learn”. Benjamin Franklin.

naasir
Download Presentation

Introducing… Creating a Culture of Development

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. By: Tony Dale Crass, Jennifer Coleman Kern William Kernodle Andrew Thomas Nina Vlatkovic Introducing…Creating a Culture of Development

  2. Development “Tell me and I forget. Teach me and I remember. Involve me and I learn”. Benjamin Franklin

  3. Creating a Culture of Development within an Organization This is exciting stuff…

  4. Current Conditions of Constant Change • United States Workforce • Globalization • Cultural Diversity • Multiple Locations • Generational Impact • Traditionals • 1922-1945 • Baby Boomers • 1946-1964 • Generation X • 1965-1980 • Generation Y (Millennials) • 1981-2000 • SHRM Dates

  5. What is a Culture of Development? • Culture of Development • Employee Engagement • Training, Learning, and Development • Collaboration • Team Work • Benefits • Knowledgeable and Forward Thinking • Retention Rates Increase • Organizational Citizenship Engagement

  6. Culture of Learning and Development Bob McDonald CEO of P&G (Procter & Gamble) “We have got to have a learning culture because the world is changing more quickly today than ever before. If we don’t learn to adapt, we will be prisoners of the past, and we won’t be around” https://www.youtube.com/watch?v=wLYroqAyEBw

  7. Company Morale

  8. Company Morale • Develop and Train Employees • Allows employees to attain Highest levels of: • Confidence • High self-efficacy • Increase in responsibilities • Increase efficiency • Time • Production • Quality

  9. Company Morale • What’s the point? • When employees like and talk to each other • Operations are much smoother. • Problems get resolved faster. • Productivity goes way up. • Great employees have a natural drive to better themselves you have to give them this chance to keep them around and keep them happy.

  10. Succession Planning and Promotion Opportunities

  11. Succession Planning and Promotion Opportunities • Succession Planning in the military is very different than regular businesses • Working with military takes time to understand • Succession is common and can vary • People change leadership roles constantly • Military succession planning prepares the individuals for their next assignment

  12. Succession Planning and Promotion Opportunities • Promotion can and does occur every 6 months • Promotion opportunities can happen at any time • Not knowing how military promotions work • Knowing how to write a military evaluation can make or break your position • Most military evaluation reports have a combination of characteristics

  13. Military Evaluations (Navy)

  14. Matching CorporateCulture With the Individual

  15. Factors Expectations • The Firm’s expectations for growth • The Individual’s expectations for growth

  16. Priorities • Generally, the firm’s highest priority is developing the company. • Generally, an individual’s priority is personal development. • Development Efforts • The corporation shows it’s interest in corporate growth by introducing new employee training programs • The individual shows his or her interest through personal initiative M. Veilleux, Panera Bread

  17. A Firm’s Efforts What makes these programs successful? • Congruence is not related to participation in continued education. • However, congruence is positively related to the application of continued education. Johnson and Beehr, Journal of Vocational Behavior

  18. Application of Developmental Programs • Success comes from the individual • Interest • Intrinsic motivation R. Dowdell, Farrer Brothers Hardware

  19. Training and Development

  20. Training and Development Modern organizations will not get very far without constantly training their employees Research supports that employees participating in more training and development are less likely to leave the company and less likely to engage in neglectful behavior Use competency models to determine what kind of training is needed

  21. When is Training Needed?

  22. Designing Training Methods

  23. Types of Delivery for Training On-the-job training Classroom training Distance Learning E-learning Simulations

  24. Creating a Culture of Development within an Organization This is exciting stuff…

More Related