Learning Team Deliverable Essay

The assignment for this week focuses on the teams understanding of the goals and objectives of develop program nurture and delivery. Team C summarizes the following highlights of this weeks discussions determining organizational development theories and applications differentiating between mentoring and executive coaching note identifying the major components of employee learning and comparing career development strategies.Organizational Development Theories and ApplicationsOrganizational development (OD) focuses on the research, theory, and practices committed to increasing the knowledge and effectiveness of individuals to achieve positive and boffo organizational transformations. OD is the continuous process of planning, implementing, and evaluating the goals of the keep association by the way of transferring knowledge and skills to organizations to improve their capacity for solving problems and managing future change (Organizational development theory, n.d.). The blood li ne of OD came from studies from the 1930s, 40s, and 50s where the realization arisen around how the structure of the organization and its processes helped shape an employees performance and drive. In recent years, OD is helping companies align with the changes occurring in the advanced business environment. Key to organizational development theories and applications is the organizations climate, culture, and strategies.The Difference between Mentoring and Executive CoachingMany companies are now beginning to range of mountains the signifi hoboce of mentoring and coaching their employees. Although many entry-level theorises do require a college education and a few years experience, it is crucial to provide the needed tools and training to those employees interested in climbing the corporate ladder into managerial or supervisory positions. Now more than ever, companies are realizing the need to provide leadership advancement opportunities to its employees so as to motivate them, stay competitive and productive, which in turn positively impacts the bottom line of the business. Mentoring and coaching programs are now habitually used in many organizations to improve leadership qualities (Watt, 2004).The Major Components of Employee teachEmployee training is essential to the both individual and companywide achiever. Training improves productivity and profitability, promotes a safe and healthy ladder environment, ensures compliance with laws and regulations, and creates opportunities for career development. There are several major components that should be included in an effective training program, and those components include performing a job analysis and needs assessment, establishing training objectives, conducting a training program, and evaluating training solvents. Performing a job analysis involves formatting a detailed study of necessary job requirements including skills needed to complete the job and required employee qualifications. A needs assess ment identifies training activities that are required in order to achieve company objectives.Before training, an employer must find oneself what will be accomplished as a result of the training. Training objectives are terms that describe the intended outcome of a training program. The objectives allow for the measurement of success as there are predetermined skill levels and conditions that should be achieved. In order to meet company objectives, the employer must conduct a training program. Training can be carried out through on-the-job training, job rotation, apprenticeship training, classroom training, and many other methods. irrespective of the method(s) of training implemented meeting training objectives should be the focus. It whitethorn be necessary to use more than one method of training or fiat training if results are not being achieved. In order to determine the effectiveness,the training outcome must be evaluated.The evaluation of training consists of a reaction, learn ing, behavior, and results. Results determine how much the trainee liked the program. Learning outlines what facts and concepts were learned. Behavior determines if the program had an effect on the behavior(s) of the trainees. And results highlight what was accomplished as a result of the program, i.e. reduction of turnover or cost. Evaluating a training program allows for an employer to identify and correct areas in which improvement is needed. In order accomplish company goals employees must be trained effectively. Training cannot be an afterthought it should be planned and implemented correctly.Career Development StrategiesCareer development is comprised of three main objectives. The first objective is to meet piecee resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organizations employees. The last objective is to use existing programs to develop and mana ge employee careers to match organizational plans and goals.Three different parties are responsible for(p) for professional development within the organization the employee, the employees manager, and the organization itself. Various strategies exist to succeed in the development process. One strategy human resources may use is career pathing. For example, an existing employee would like to apply for a higher position within the company. To acquire the required skills, the employee may work with management and the human resource department to develop a blueprint of the steps required to achieve the necessary skill set or certification. Some organizations offer specialized education or training classes to their employees. Another strategy tool in career development is career counseling. Through career counseling, human resource managers can communication with the employee and the organizations managers, while employees explore career goals and opportunities in the organization (Exp loreHR.org, 2014).ConclusionOrganizational development is an essential component in the success of an organization. As discussed above there are various OD theories andapplications that can be utilize to improve the overall effectiveness of company processes and operation. Mentoring and executive coaching are similar methods both used to improve employee performance or correct damaging behaviors. Employee training includes a number of components including, performing a job analysis and needs assessment, establishing training objectives, conducting a training program, and evaluating training outcomes. The primary strategies for career development are meeting human resource needs, providing information about opportunity for growth, and developing and managing employee careers. The above mentioned strategies and methods can be used in conjunction to improve company success.ReferencesElements of Career Planning Programs. (2014). Retrieved on November 30, 2014 from http//www.explorehr.or g/articles/Career_Management/Elements_of_Career_Planning_Programs.html Organizational development theory. Retrieved from http//www.med.upenn.edu/hbhe4/part4-ch15-organizational-development-theory.shtml Watt, L. (2004). Mentoring and coaching in the workplace an insight into two leading leadership development programs in organizations. Canadian Manager.