Employee development comes with various benefits that include improved productivity and efficiency. These aspects are showcased inform of enhanced customer service and increased output. Employee development also tends to enhance employee loyalty. The satisfaction that comes with it makes it possible for employee retention. This helps to reduce costs that would be incurred in recruitment and training of new employees. Employees’ growth is also stimulated in a way. This includes growth in their way of thinking and personal attitudes. In the long-run, their problem-solving abilities are enhanced, and some become prepared for promotions within the organization.

There exist different types of training and development methods. All these methods have inherent advantages and disadvantages. They can be classified into formal and informal methods. Formal include workshop, course or training session. The advantages associated with these methods is that they incorporate a variety of learning methods, learners can focus and commit to the learning, there are defined goals and objectives and formal recognition upon completion among others. Limitations on the other hand, include skills learnt are not likely job specific, learners’ cost implications and potential negative impact on productivity. Advantages associated with informal methods include cost effectiveness and skills learned are job specific and take place alongside colleagues. Limitations on the other hand include lack of specific goals and objectives, in-house trainers may lack desired expertise among others.

Targets, objectives and feedback play various roles in employee development. Targets and objectives on their part help in linking the aspect of learning and growth with regards to the skills that are required for certain work. They also outline the expectations that ought to be accomplished and connect employees’ performance with the organisational goals. The roles of feedback on the other hand include outlining areas where the performance was not in accordance with expectations, exploring how the performance might be improved and provision of positive reinforcement.

Personal development plans support the training and development of people in one way or another. One way is that they target the training needs that an individual needs. This ensures that the organisation is not involved in redundant training that will not be beneficial. The plans also provide a structured framework for skills development. The aspect ensures that there is uniformity among all the employees with regards to the training being accorded. The plans also ensure self-directed development. This is due to the road-map provided, which gives the learners an idea of what is expected of them.

Different learning styles exist since people comprehend things in different ways. There are those who can be referred to as auditory learners, visual learners or kinaesthetic learners and the list goes on. Planned and unplanned learning opportunities can be used to meet individuals’ preferred learning styles by working with people to identify and prioritise learning needs and helping people identify their personal learning styles. These two aspects can be connected in a way such that an individual’s learning style is determined by their learning needs. Planned and unplanned learning opportunities can also be used to help in researching learning activities to meet learning needs and evaluate the effectiveness of learning opportunities.

Several things can be done in order to support individuals’ learning and development. Among them is creating appropriate learning opportunities, eliminating barriers to learning, provision of constructive feedback, mentorship and coaching, encouraging sharing of learning ideas. All these support structures are meant to enhance a conducive environment for learning. An environment where every learner feels comfortable hence has no problem with attaining the desired outcome.

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