Development Plans
The results of these, usually gathered from performance reviews or appraisals should consist of an action plan which gives a specific set of areas for an employee’s development of a period of time and how they are to be achieved. This is commonly done by them either attending a set of training courses or learning from a more skilled employee.
Performance Targets
These are to be met if a business is to have a chance of achieving its set objectives. Members of staff will usually be encouraged to gain knowledge of any skills that might help the business in achieving it goals more efficiently and quicker than usual.
Certified Training
These are an official set of courses which are usually taken away from the workplace. They can last anything from a day to many months. At the end of the course a certificate or diploma are given to confirm that the person has met a minimum level of expertise in the subject. This is useful type of training as the certificate helps to convince any future employers of a person’s uninterrupted learning development.
Un-certificated Training
These normally include “in-house courses” such as health and safety and finding out how complicated equipment works.
Personal Development
These relate to activities that increase skills, knowledge or experience even though it’s not directly job-related. These commonly include working in another department in an organisation or learning a foreign language. Most organisations aggressively encourage their employees to learn a new skill no matter what it is.
Flexible Working
As all organisations need to change and adapt to survive this provides staff opportunities to learn any new skills enabling the organisation to be competitive and up to date.
Progression Opportunities
This normally applies to larger, hierarchical organisations if a member of staff wants or plans to move up a level. This is less common in smaller businesses and normally the only way progress a career is to move organisation or learn a set of new skills to get ahead.
