About 6 weeks after an employee has commenced employment (and then annually), the manager and employee should meet and discuss the employee's career aspirations and goals for the next twelve months.
Learning and development encompasses a wide range of activities designed to improve the capabilities of people. Capabilities comprise not only the technical skills and knowledge people have, but also their attributes, attitudes and behaviours.
Activities to enable employees to acquire new capabilities can include on-the-job training, development opportunities, such as special projects, conferences, secondments, and mentoring, as well as formal classroom training.
Learning and development is vital for enhancing productivity and organisational performance. High-performing organisations share certain features in relation to learning and development:
- They align and integrate their learning and development initiatives with corporate and business planning by reviewing existing activities and initiating new learning programs to support corporate plans
- The corporate culture supports these initiatives and addresses cultural barriers to learning
- Their managers invest in, and are accountable for, learning and development
- They evaluate learning and development formally, systematically and rigorously
To support a learning culture, both managers and employees have a role to play in identifying the appropriate learning and development intervention to enable the achievement of organisational goals and the employees personal career growth.
Click the button below for the Performance Review and Development Template