Personnel development in companies: 3 Practical tips for everyday life



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We are moved by the idea to make the world of work more human - without constant pressure for efficiency, stress and fear. As Publisher Best of HR - Berufebilder.de® with podcast, eLearning-on-demand offers and news service we share 15 years of experience with our customers (Samsung, Otto, state institutions). By the Top20 female blogger and consultant Simone Janson, referenced in ARD, ZEIT, Wikipedia .
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The views of management and personnel development are very different. And depending on who you ask this question, the answers are: developing staff? "-" That's your job! "Three practical tips to overcome the dilemma.

Personnel development in companies: 3 Practical tips for everyday life Personal development in companies: 3 practical tips for everyday life

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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. Profile

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Who actually does the personnel development?

Overview

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.

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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

Overview

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.

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

Overview

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,

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High potentials and key performers may move into competition. Therefore, close cooperation between management and PE department is required. How does this work in practice? Here are some tips:

3 Practical tips for everyday life:

Overview

  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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