debrief – training assessment, design, development, implementation and evaluation
ATTITUDE V/S RESULT MODEL This grid shows the individuals’ attitude and reflects their effectiveness in delivering results. As a part of your learning and development team, you need to categorize your employees into the four different quadrants. Once you have this in place, decide how and where to apply your developmental effort. Doing this helps you avert the trap of a wasted developmental effort.
THE LEARNING AND DEVELOPMENT EFFORT
THEY ARE STAR EMPLOYEES
CAN BE FOCUSED ON THESE EMPLOYEES
THEY NEED TO BE COACHED FOR THE FUTURE
THEY NEED TO BE GROOMED TO BECOME
THEY COULD BE COACHES FOR OTHERS TOO
THEY CAN BE TRAINED BY GIVING THEM
THEY ARE A COMPLETE WRITE OFF
COUNSELING AND FEEDBACK
NO TIME SHOULD BE WASTED ON THEM
SKILLS V/S COMPETENCY In the initial phases of the career, more stress should be laid on the development of skills rather than competencies. As an employee moves higher up in the hierarchy it is competencies, rather than skills that determine success.
SKILLS – ATTRIBUTES REQUIRED TO ACCOMPLISH TASKS IN NORMAL
COMPETENCIES – ATTRIBUTES REQUIRED TO ACCOMPLISH TASKS IN
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