An Employee and Supervisory Development Program

An Employee and Supervisory Development Program

Training and Development.

Abstract

Continuous change is very important and is a reality to a global business community at this time when the world economy is struggling to face its new fiscal reality. As a result of this policy, we live in a world and economy where change can sustain economies. Organizations around the globe are thus struggling to remain competitive in this economy which is ailing. Many organizations are thus struggling and scrambling to reorganize in a fight for survival and thus must develop strategically by developing employee’s supervisory and development program.

The supervisory development program

Businesses have a reason to improve the supervisory programs as part of an attempt to build an overall competitive strategy and organizational sustainability (Thornton et al, 2017). This study, therefore, presents a proposal for a comprehensive program for all the employees in their organization. In addition, this study proposes an employee development program which incorporates those components that are necessary for a program of this type to be successful (Sonnenstuhl & Trice, 2018). This study will thus address the frequent employee promotion into the supervisory position which is based on the technical ability rather than the potential of the same employee considering the workforce diversity.

The rate of change in an organization is not going to slow any time in the current competitive environment. It is even supposed to increase with time because of the competition which many industries are undergoing requires a positive change. One of the main factors of this program employee development (Bell et al, 2017). This program lies in the in the heart of the performance of an organization as well as its competitive advantage. There is always a good reason as to why planning and leadership development should be given a concern. Several factors that make employee development are also key to the performance of an organization (Thornton et al, 2017). These include training and development, employees’ motivation and employees’ motivation. This will give them a competitive advantage (Sonnenstuhl & Trice, 2018).

The design of my employee supervisory program is grounded in successive planning which is anchored in the strategy of the company and the feasibility is given to the size of the organization (Zuber-Skerritt, & Louw, 2014). The purpose of the program is to create a design and a platform that can help in the implementation of practices and practices that lie within the development systems of my organization. This will use in the capitalization of the work-related experiences that are used the strategy of an organization. With regard to the sector of my organization, there are several reasons as to why this supervisory program can facilitate the development of the employee (Lu et al, 2017). This will call for the creation of new duties and responsibilities that will be bestowed on the hands of the employee. The employee will attain critical skills that will be required in his work environment.

Discussion

This study has presented a business case for a comprehensive supervisory development program which will be implemented in my organization (Zuber-Skerritt, & Louw, 2014). This newly hired employee who may be lacking the skills that are required in this changing environment. The program has examined the case in which the employee will be promoted to the supervisory level but only based on his/her ability to undertake some supervisory duties for leading a team and supervising the other employees (Bell et al, 2017). A program is a tool for employee development because it will help him/her to gain a competitive advantage as well as to be turned as assets of their organization. Finally, the employee supervisory program will enable the organization to gain a return on investment in its employee’s operations.