By Day 5
Respond to two or more of your colleagues’ postings in one or more of the following ways:
- Ask a probing question, substantiated with additional background information, evidence, or research.
- Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives.
- Offer and support an alternative perspective using readings from the classroom or from your own research in the Walden Library.
- Validate an idea with your own experience and additional research.
- Make a suggestion based on additional evidence drawn from readings or after synthesizing multiple postings.
- Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence.
Classmate 1: (Machele)
“Roles and Responsibility of Employees in Development Plan
The employee development plan is meant to improve the performance of an employee by developing the organizational skills and developing their abilities to perform their task better and achieve organizational goals. Employees have a significant role in the creation of a development plan as it directly affects them. One of the roles of an employee is to express their training needs in relation to their job duties as the supervisor may not accurately identify them. Engaging employees in assisting with the development plan ensures that the firm does not channel its resources to training that does not produce results. The other role of employees in the development plan is taking part in development initiatives that best suit their job duties and personal goals. Employees offer crucial information to supervisors on which initiatives work best for them and which would influence the overall organization performance (Drucker, 2005). Employees are very innovative as they carry out their job duties; hence, taking part in coming up with a development plan ensures that they share their innovative ideas that can improve job performance.
Responsibility and Accountability in Employee Development Plan
The human resource department and its supervisors are responsible for ensuring that the development plan objectives are met. These supervisors are aware of the job requirements in terms of skills and expertise; hence, they develop both short term and long term objectives aligned with job requirements. The management also takes an active role in providing the organization’s vision, employee requirements, budget allocation, and growth allocation all which play an essential role in the attainment of development objectives (Mooney, 2016). The organization’s supervisors, with the help of employees, develop objectives which, according to them, are attainable; hence, it is the responsibility of the supervisors to follow up to ensure that they are attained.
Supervisors are also accountable for the success or failure of the chosen objectives. They are specialized in understanding the organization needs; hence, they should play a critical role in coming up with objectives that best meet those organization needs. Supervisors are mandated with coming up with objectives that align with employee’s efforts, thus enabling them to carry out regular checkups on the progress (Mooney, 2016). They are, therefore, accountable for the success of the chosen objectives as they operated directly with employees; hence, supervisors should identify problems early and rectify them before they get out of hand.”
Classmate 2: (Dara)
“Employee’s Role and Responsibilities
Every employee within an organization should have some development plan that guides their ongoing growth within their role and the organization. They should help employees to develop their existing strengths, identify and overcome their weaknesses, and identify ways staff can prepare for advancement within their career (Aguinis, 2013). All of these parts of the plan should lead to a more highly engaged employee. Employees hold a vital role in the development of their short and long-term objectives.
Staff should be working hand-in-hand with their leader on their development plan. However, they also need to be able to identify their own areas of strength and opportunities for improvement (Drucker, 2005). Employees should also have some knowledge of where they see their career taking them in the future and help their leader to identify their bandwidth to take on training, or stretch projects. Finally, the employee must buy-into the objectives being identified so that they will be willing to engage in the necessary work and time commitments to achieve them. For example, my development plan includes a combination of objectives developed with my leader based upon both the organization’s needs and my desires for my career. I have a goal to learn, train, and support the implementation of a new HR software system. I also have a goal to attend more meetings with my one-up leader in order to discover different facets of the business. I hope to move into positions similar to his in the future.”