attain better results in the future. It will also highlight any underlying issues that might need addressing.
Staff development is the way an organisation manages the development of their staff in a way that best meets their specific strategic objectives. It is a continuous general development of skills and knowledge that is aimed at long term employee career growth rather than immediate performance. It can also help employees plan their career, help then grow and progress for the future. This also has a positive outcome for the organisation by having employees with greater skills, broader expertise and greater productivity. In additional it will increase employee engagement and retention.
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Another technique staff can develop is using the Continuing Professional Development (CPD) process. This involves employees taking control of their own learning and development by using reflection. This style of learning allows you to think about a scenario and to evaluate what went well and what could be improved. This process is extremely effective and can help employees accomplish their goals. CPD encourages employees to take responsibility for their own development and not to rely on their manager or organisation. “Continuing professional development (CPD) is the intentional maintenance and development of the knowledge and skills needed to perform in a professional context” The CPD Standards Office. (2018). What is CPD? – The CPD Standards Office. online Available at: https://www.cpdstandards.com/what-is-cpd/ Accessed 7 Nov. 2018.
At RTH the main aim within HRD is to provide managers and their staff with guidance on how to support and encourage staff development. To achieve this aim, learning and development needs are regularly reviewed and employees are encouraged to play an active role in identifying their own learning needs, selecting appropriate learning methods and assessing the outcomes and effectiveness of their own learning. This will ensure we develop our staff to have the competencies to fulfil their current roles and prepare them for career development subject to the availability of opportunities and finances. HRD also ensure resources are allocated in a fair and transparent manner that supports identified organisational, personal and professional learning needs.
A way an organisation can manage staff development is using the performance appraisal process. This enables the employee and their manager to discuss and review their performance against agreed objectives aligned to the strategic objectives. The key basics to that need to be completed within the performance review include setting objectives for the year ahead, monitoring performance against the objectives set in the previous year and identifying any training needs for the year ahead. “performance appraisal is a means for managers and their employees to review and discuss the latter’s performance. Its purpose can be to identify areas for growth and improvement and inform suitable development plans” CIPD. (2018). PerformanceAppraisal|Factsheets|CIPD.onlineAvailableat:https://www.cipd.co.uk/knowledge/fundamentals/people/performance/appraisals-factsheet#6538 Accessed 7 Nov. 2018.
RTH the annual performance appraisal policy and procedure is led by HRD. The executive team at RTH fully recognises the importance of having an annual performance appraisal and the significant effect this can have on the success of the organisation. At RTH the performance appraisal process enables the employee to discuss with their manager their performance against agreed objectives that were set the previous year. This meeting also allows for a discussion regarding the employee’s future potential and for the manager to offer guidance towards career planning. This process aims to benefit both RTH and their workforce by improving job performance and making it easier to identify strengths and areas