CAPITOL UNIVERSITY

School of the Graduate Studies

Corrales Ave., Cagayan de Oro City

PEOPLE DEVELOPMENT

This concerns every area of the organization but pays particular

attention to the mental and physical growth of employees. The primary
aim of this facet of management is to build employees and equip them
with the necessary knowledge required to run the business. People
development studies individuals, re-studies them, and appraise such
individuals.

In essence, people development is implicitly an act of tuning

employees to become individually better. It is about uncovering all the
technical aspects of the business to the employees. It involves training
through seminars, company-sponsored educative programs, and
awareness campaigns.

THE MAKEUP OF PEOPLE DEVELOPMENT

1. People development is a science

Any developing strategy must be scientific. Everything that is

done is in accordance with science to achieve successful learning.
This is scientific because it involves order, manner of approach, and
methodology.

2. It is Vital and Effective

Should the organization fight for a place of recognition in the

business sphere? Should the workforce be motivated to do better?
Most HR and business professionals would propose, yes. Then, this
is why people development is vital, and it can be useful if done well.

3. It Takes Time
 This is more like using the term ‘adaptation.’ Not all
employees will adapt quickly to developmental approaches. Some
may require a little more time and even encouragement to do so.
Encouraging an employee makes them want to go all-out to become
better for a company. It could be such that they invest time and
money in online courses and other external training just to learn and
become better.

4. Employees Love It
Example in an establishment that deals with online promotion,
web management, and blogging, Search Engine Optimization (SEO)
is a must-know technique. A who knows too little about SEO will
perform poorly in such a field. However, offering to drill such an
employee will not just make him or her happy, but also encouraged.

OBJECTIVES OF PEOPLE DEVELOPMENT

1. Performance Excellence

People development targets performance because

performance determines the success of an organization or
attainment of a fixed goal. Without a high level of performance, an
organization will likely underperform. In order to prevent
underperformance from employees, employing the people
development system will look to solve the problem. It, therefore,
means that employee development targets building an individual to
become an influential force in the performance faculty of an
organization.

2. Improvement

Having a newly recruited staff requires attentiveness to such

staff. If such staff is allowed to develop by learning from what he or
she finds around their job environment, adaptation will take days.
This means that productivity from that angle will suffer a setback. It
is also on this note that the employee or people development
system targets a quick skills improvement of such.
 3. Innovativeness

Should be more focused on employee skills because some of

the employees are capable of introducing techniques that could help
in the company’s development. With the integration of a proper
people development or management system, such employees could
be easily identified and explored.

4. Quicker Adaptation

Practically, it takes quite a long time for recruits to adapt.

Studies show that the first adaption an employee undergoes is
environmental adaptation. This is such that individual attempts to
get used to her workplace before transiting into understanding the
nature of the job. After understanding the nature of the job, an
employee will try to acquaint herself with organizational policies
before getting to learn from colleagues. All of these will cost time
and does not sit well with the progress of the company. People
development then comes in shoots towards causing the individual to
adapt in no time. This is also applicable to employees who witness
changes in their workplaces.

IMPORTANCE OF PEOPLE DEVELOPMENT

1. Employee Self-Growth

To an extent, an organization that trains its workforce through

specific developmental programs is only doing such an individual a
favor. In essence, people development builds individuals to become
a marketable workforce in the labor sphere. Such opportune
employees often become bosses of their own after a few months or
years of gathering experiences.

2. Improved Employer-Employee Relationship

Depending on the personality of an employer, the employee

may be fortunate to have a friendly and casual relationship with the
 employer. This makes the training more interesting. The employee
would also be able to communicate, inform, and advise his or her
boss on what may or may not be right for the company. When there
is a dull learning atmosphere, the developing pace of an individual
may decline rapidly.

3. Timely Production

HR designs this system to improve employees in a manner

that hastens production for quicker deliveries. An example is the
training that McDonald’s employee goes through to serve fast. The
faster the employee, the more customers to be served. The more
customers served means more money before a competitor contacts
such available buyer for the same business. Moreover, while speedy
production might be the case, quality matters. As such, employees
trained to work fast should also apply intelligence for quality.

4. Competition Among Employees

Although competition makes organizations lose money in a bid
or harvest for clients, it ensures a compelling sort of competition,
which is what everyone hopes for.

EFFECTIVE PEOPLE DEVELOPMENT STRATEGIES

1. Professional In-depth Training

Most organizations use seminars as an attempt to defeat the

competitor workforce. It aids in building or molding employees into
becoming not just professionals, but impactors or impactful
resources. The objective of any such drillings must thrive on
propagating confidence among staff. It tugs on the strands of the
actual human capital. Training should rely basically on patterning an
individual to become self-efficient, able to improvise, and capable of
exploring a job role with intelligence. It teaches an employee to be
groomed and relaxed, especially while working under high pressure.
Some employees do not know how to decide on what and what not
 to do now or later. This entails their inefficiency in being able to
prioritize a duty or a plan of action over another. In essence,
strategically employing seminars, professional tutorials, and the like
will mold an employee to understand the need to be strategic and
workout issues without an external guide.

2. Coaching and Mentoring

Coaching and mentoring are differing conduits that contribute

to the development of an employee. These two have been practiced
and believed to be the closest form of strategic planning that
demands a non-distant communication between employer and
employee. In larger establishments, it is ideal to practice coaching
while mentoring will suffice in smaller establishments.

Coaching is a structured relationship to help an individual

improve specific skills, enhance performance and achieve short-
term goals. Individuals typically use a coach when they need
targeted assistance to overcome specific challenges or to accelerate
their progress in a particular area.

Mentoring is when a trusted advisor provides guidance on

long-term career development, personal development and
leadership skills. Mentoring relationships are often informal and
typically occur in the workplace or academic settings. Individuals
typically seek a mentor when they need guidance and support for
their overall career trajectory and personal growth.

3. Inter-department Staffing

This has to do with functionality in multiple departments. The

nature of jobs has evolved to a point where organizations demand
employees with multiple skills. Modern-day labor does not consider
only a single skill as ideal any longer. Now, the vision demands to
have individuals that can operate in multiple job posts and still
function professionally well. There is nothing wrong with being
multi-skilled, whether the skills are related or not. It is smart for an
 employee to be skillful in at least two roles. Such an employee
stands a chance of earning a positive appraisal and possibly a
reward for his performance.

4. Cultivate Emotional Intelligence

A strategic approach that fully connects an employee’s

emotions buys a portion of their thought. Emotional intelligence is
simply the attentiveness of employers to employees’ emotional
aspect with regards to how it can be controlled. This involves being
conscious of what staff thinks by inquiring into it and how it
influences their performance. Employers may not be perfect in
controlling the emotional aspect of employees because some of
them are very brilliant in concealing emotions. For example, while
being aware of an employee’s emotional status and attitude
towards productiveness, employers/managers may become easily
vexed, which requires some level of self-control and understanding.

5. Personal Development
It has to do with the individual growth of employees after
seminars, webinars, courses, or any training program. This
individual is being encouraged to grow within the organization. That
is, to become wholly dependent on his abilities and models of
handling tasks instead need to depending on what an instructor
advises. The employee will get to understand that it is a must to
develop and in order to become rightly recognized in the
organization. Personal development can result from various
activities, some of which include: a) Online courses b) Video
tutorials c) Extra lessons during free periods d) Questioning of other
employees who may have a better knowledge of an objective
It covers every aspect or perspective that an employee honours to
personally develop and become more contribute to the goal set by
an organization.

6. Promotions and Rewards

 When individuals work, they expect things other than salaries
and wages. In short, workers require recognitions, and these
recognitions may arrive as tangible or intangible rewards. The
reward could be cash in hand, an item, or a special moment
dedicated to such an excellently performing individual. Promotions
and rewards are generally relevant to boost an employee’s
engagement. These practices have been commonly utilized by
several organizations to achieve employee development at a rapid
pace.

a) Promotions
This could be fixed or variable. It is fixed when an
employee and employer meet to negotiate and agree
that after a particular goal is attained, such employee
will be promoted. On the other hand, variable promotion
occurs prior to the employee’s awareness. Promotion is
simply a shift from a lower to a higher level of
responsibility.
b) Rewards
Rewards may be monetary or non-monetary. It is
usually based on a company’s wilfulness to encourage
an employee to do better. It could also fall based on
agreement. However, the necessary general idea is that
rewards are tricky but costly attempts to get the best
out of every individual serving an organization.

SUMMARY

People development focuses on the growth of human resources for

the benefit of the company. If neglected, a company will likely witness a
backdrop in its competitiveness as well as in its earnings. Implementing a
working development practice helps companies attain a desired level of
productivity and success. It is important, but not necessary, to employ
development practices in a company for the sake of enhanced employee
growth which impacts the business positively. Effective people
development strategies include professional in-depth training, coaching
and mentoring, inter-department staffing, cultivating emotional
intelligence, personal development, and promotions and rewards.

REFERENCES
Gilbert,J.
(2020).PeopleManagement[PDFFile].HumanResourceManagementEssentia
lsYouAlwaysWantedToKnow,Vol.1,[Link] from [Link]
[Link]/
[Link]
[Link]