Personnel development in companies: 3 Practical tips for everyday life

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The views of management and personnel development are very different. And depending on who you ask this question to, the answers may be: Develop employees? ” - “It's your job!” Three practical tips to overcome the dilemma.

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Here writes for you:


Claudia Mangel worked as a project manager and HR developer for 15 years before becoming an independent trainer and coach for 2008. Her focus is on development programs and coaching for executives and human resource developers.


Who actually does the personnel development?

Who is in for the advancement of employees Company responsible: management or personnel development? Depending on who you ask this question in companies, you will get different opinions.

Yes, executives are responsible for encouraging and developing employees, but the appropriate tools and supportive measures are provided by the colleagues in personnel development. Two departments, a common task, but also a common goal?

Oppositions collide

In contrast to HR developers, whose ideas are exclusively about the qualification and support of employees, managers have to deal with many different tasks and challenges on a daily basis; For long-term employee development, there is usually no time in stressful working days.

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And the tools of the PE department, such as employee appraisals, target agreement and performance management systems, are perceived by managers as a burden rather than an enrichment - they are not very practicable in the daily routine. For the human resource developers a bitter disappointment, because they have the impression that the executives neglect an important part of their job, namely the development of employees.

Disadvantages for the company

As a result, both parties feel untrue and little valued. A tricky situation for the entire company: If management and personnel development do not work hand in hand, existing employee potential is not fully exhausted,

High potentials and key performers may migrate to the competition. Therefore, management and the HR department must work closely together. How does this work in practice? Here are some tips:

3 Practical tips for everyday life:

  1. In the first step, it makes sense to create transparency and to develop a basic understanding of the other person's perception and workplace. So what does it mean to be a PEITER for one or several days at a management and to look over her shoulder - and vice versa. In this way, personnel developers are also easier to see which resources are actually necessary for executives to make good use of PE instruments.
  2. If the management is planning a new project then it is essential to involve HR development in meetings and workshops. Because under certain circumstances, the project has an impact on the qualification of junior staff, the employee structure or number - here, the PE department can support with good ideas and appropriate measures.
  3. Once a year, management and personnel development should jointly evaluate employees and their performance in order to recognize the need for action. Talents can be further developed through elaborated funding measures, weaknesses in performance and gaps in competences are identified and eliminated through corresponding countermeasures. Moderation of the meeting and the measures is best achieved through personnel development.

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  1. Tanja Callis

    People, do not listen to what personal people say, do your own thing.

  2. Anton Reinhardt

    I am a freelancer and regularly read your very helpful articles. A big thank you!

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