Unlock this Research

Enter your business email to get instant access to the full research.

Yes. I would like to receive email updates from McLean & Company that include advice and resources to help systematically improve my HR department. I may unsubscribe at any time. By clicking the Submit button, you are agreeing to the McLean & Company policy and terms of use.

Home
| Research
| Learning & Development
| Talent Development
| Design an Impactful Employee Development Program

Design an Impactful Employee Development Program

Solve the puzzle of employee development by designing a program to build competencies the organization needs today and in the future.

Leaders have left employees to drive their own development without providing direction or support and without aligning development to organizational needs.
Organizations position development as employee owned, yet employees still feel like their needs aren’t being met, and many leave as a result.
Organizations often have a lot of employee development opportunities but don’t connect the right opportunity to the right employee.

Unlock Research

Executive Summary

Critical Insight

Employee development needs to be employee owned and manager supported, but organization informed to ensure that it meets the organization’s needs. Operating environments change quickly, and organizations need to develop the competencies employees need both today and in the future.

Impact & Result

Design an employee development plan that builds the competencies the organization needs both today and in the future.
Connect the right development opportunity to the right employee through an effective employee development-planning process.
Equip managers and build program support to foster continuous employee learning and development.

Research & Tools

1. Assess organizational needs

Conduct an organizational needs analysis and compile a list of priority competencies to develop for identified employee segments. Create a plan to mitigate barriers, maintain the program, and measure progress and develop an action and communication plan.

2. Design the employee development program

Determine how employees are assessed, review current and new development programs, design a development planning process with identified accountabilities of managers and employees.

3. Build program support

Integrate employee development with other HR programs and identify the tools required to equip managers and employees.

Unlock Research

McLean Academy

Learn More

Guided Implementation

Each blueprint can be accompanied by a Guided Implementation, which gives you direct access to our world-class analysts who will connect with you at critical milestones to advise, coach, and ensure your project stays on track.

Guided Phases: Design an Impactful Employee Development Program

Assess organizational needs

Call 1

Review and prioritize competencies required based on internal and external analysis.

Contributors

Alan M. Saks, Professor of Organizational Behavior & HR Management, Centre for Industrial Relations & Human Resources, University of Toronto
Anonymous, former Senior Training Manager, Large Telecommunications Company
Anonymous, Senior Manager of Talent & Development, Large Professional Services Firm
Colleen Philabaum, Director of Learning & Development, Worthington Industries
Dr. Karie Willyerd, Head of Global Customer Education & Learning, SAP and Co-Author of Stretch: How to Future-Proof Yourself for Tomorrow’s Workplace
Gerard Camacho, Director of Career Development, Parkland Health & Hospital System
Julie Winkle Giulioni, Consultant, Speaker, and Co-Author of Help Them Grow or Watch Them Go
Luis Alberola, Talent Strategy & Innovation, Owner, LA Consulting
Michelle Ockers, Independent Learning & Development Consultant

How We Deliver

Events