People Development
Humans are helpless beings at birth who have to learn almost everything. This is in contrast to various animals which, thanks to their instincts, have many basic abilities at their disposal from the outset. Learning can therefore be seen very broadly as a process of self-development and self-development of the human being.
Behind every change (not: their physical condition) is a conscious or unconscious, intentional or unintentional - learning process, with which the human being adapts to the demands and conditions of his environment and thereby shapes, forms and brings forth himself.
People development describes company training and the professional, social, methodical and personal development of employees. People development will become strategic if it is integrated into the company as a whole, consistently, structurally, systematically and sensibly. It includes all measures for the systematic promotion of the professional competence of individuals working in and for an organisation.
SHAPING THE TASKS OF PEOPLE DEVELOPMENT
Let us take a closer look at People development:
- The core process of people development begins with the first contact with a potential employee or his environment and ends with the support of an employee leaving the company.
- It is based on the needs of people at work, the needs of the organisation and the present and future requirements of work. It balances the needs and manages the resulting learning and development tasks.
- It identifies the competences that the work demands from employees today and in the future and looks at the learning content.
- In people development, the focus is on Learning & Development.
Competence development is very imperative in the process of people development.
People development is the the ultimate WIN-WIN!!! People are your greatest assets as an Organisation. But its important to remember that this is not based sorely on their talent. While motivation influences someone’s investment in the company, their skill levels impact their productivity and how invested you are in their development affects both!
You can build the skills needed to achieve your company’s goals and help people develop all at once by ensuring that everyone is pulling and progressing in the right direction linked to the Strategy your company.
5 BENEFITS OF PEOPLE DEVELOPMENT
When an employee has a clear path to progress, then they are more likely to stick around. Employees who feel they’re working towards a greater purpose or goal are to stay in that organisation. The feeling of contributing to the company’s success, that truly offers us a sense of belonging and value!
The influence of learning and development has when it’s specific to the employee or company, happens on a more regular basis and is embedded into our personal daily workflows. When people are gaining knowledge and learning new skills related to their role, they’re likely to become more proficient and productive at it. Therefore an increase in productivity!
As an Employer acquiring the Best Talent in the market might be good a strength for you. However, keeping them within your organisation requires more than just Financial Perks, Training courses, etc as motivation. But your commitment to personal development as various studies and questions have shown in recent years the positive impact this process has!
When an organisation is able to build the necessary skills in the necessary moments they are then able to respond to trends and changes in their industry. Thereby transforming into an adaptable and agile organisation, which would then allow the personnel development strategy to be synced to the company goals.
Succession planning is a vital tool for people development. It can help an organisation to build the traits and talents of those employees needed to step into more senior or even completely different roles. Offering well-structured development that helps them see the route on the career map and having that still linked to the goals of the company.
»Only through the approximate alignment of requirements, qualifications and needs/expectations of the employee can an adequate work performance and the highest possible degree of job satisfaction be achieved as a prerequisite for the efficiency of the organisation.«
Berndt, 1986