Every now and then my husband shares an HR related story, joke or news tidbit he sees with me.
The other day he shared this with me:
A CEO, talking with her leadership team, said, “we need to increase our education and training programs to ensure our staff have the best skills in the industry.”
One of the team responded with, “That is going to cost a lot. What if we spend all that money and the staff leave?” The CEO responded with “What if we don’t and they stay?”
What struck me was the thinking behind the team member’s response. That lack of understanding about the connection between development of people and achievement of business results is not unique, which brings me to the point of this commentary. Employee development of all types needs to be one of the key strategies associated with business goals, and that strategy needs to have the same type and level of expectations for results as any other business strategy.
A good employee development strategy:
- Is directly aligned with both short and long term organizational goals
- Provides a long term objective for development across all work units and employee levels
- Is focused on shared employee and organizational needs
- Sets specific expectations for the employee development results
- Sets specific expectations for the business improvement outcomes
- Tracks the results achieved for all expectations
- Holds individuals and the organization accountable by evaluating improvement in productivity and profitability
- Celebrates success and starts again.
Of course, the risk that an organization’s well trained and skilled staff will attract attention from industry competitors is high and provides some good potential for upcoming blogs.
Interested in discussing this and other related HR topics? Join me for the @CatalystHR Tweet Chat on Monday September 28 at 10 am (MST).