Employee Development

Paper Summary:

This paper discusses the concept of employee development, drawing in particular from the article "Improving Organizations by Coaching Individual Development Using Resources-Based Business Strategy" by W. Scott Sherman and Chapter 9 from the textbook "Human Resource Management" by Noe et al, 2008. The writer defines what is meant by the term and explains its importance to both employers and employees. The writer also describes five mutually exclusive ways, often used in some kind of combination, which companies can implement to achieve employee development. The paper concludes that employee development is vital to productivity, and is one way for companies to keep up with a constantly changing business environment.

Outline:
Definition of Employee Development
Benefits of Employee Development
Approaches to Employee Development

From the Paper:

"Employee development is a key contributor to a company's competitive advantage as it helps develop managerial talents while allowing employees to take responsibility for their careers (Noe et. Al, 2008). There is increasing evidence that today's consumers and employees are more educated, informed and demanding. In addition, many other variables are making it more difficult for companies to compete. The workplace has become more diverse through globalization and the newer generations are having different needs, values, goals, perceptions and levels of motivation. Employees are competing more for power, status, manager's time and opportunities for personal growth and development."

Sample of Sources Used:

• Employee Development. (2008). The Business Dictionary. Retrieved July 24, 2008 from http://www.businessdictionary.com/definition/employee-development.html
• Joinson, C. (2001) Hands-On Employees Development: A good bet to retain your best workers. Society for Human Resource Management. San Antonio, TX.
• Noe, R.A., Hollenbeck, J. R., Gerhart, B., Wright, P. M. (2008) Human Resource Management: Gaining a Competitive Advantage. 6th ed. McGraw-Hill Irwin, Boston, MA.
• Pohlman, R. A., Gardiner, G. S. (2000) Value Driven Management: How to create and maximize value over time for organizational success.
• Sherman, W. S. (2007). Improving organizations by coaching individual development using the resource-based business strategy, S.A.M Advances Management Journal. Cincinnati: 72-4 Autumn

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