Continual Development Of Employees
Continual Development of employees
Martin Prokop - International Marketing executive ICAT
International Center for Applied Technology, Bandung
martin@icat.ac.id & martin.prokop@gmail.com
ABSTRACT
This paper presents continual development of employees and its components as a tool to increase retention and satisfaction of employees on one hand and increase company performance and efficiency on the other. Implementing continual development doesn’t equal conducting a haphazard training, but a systematic and continual process from analysis of the organization, positions, and employees through competency based recruitment, induction, impact of workplace relationships, assessment and performance appraisal, different form of development to implementation of newly gained skills at a workplace. All these areas are connected and influences each other, so selecting only several of them can’t be considered as implementation of continual development.
KEYWORDS: Employee’s development, Personnel specification, Performance appraisal, Induction, Recruitment, Motivation
INTRODUCTION
Global expansion of continual development impacted also Indonesia and therefore there is a sound pressure to local companies to implement methods of continual development. In most of local and national companies as simple topic as continual development of employees hasn’t really been considered and implemented in its full meaning. Every manager dares to say what development of employees means, but much less of those work on implementing or have already implemented a real and complex development program in their companies. Everyone associates development with trainings, but much less people associate it with job experiences, relationships (especially mentoring or coaching relationships) and assessment of personality and abilities to improve employee’s performance. When the development has been defined, an...
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