Employee Development has become the underlying feature to attract new talents in the organization and to expand the current skills of the workforce. Human resource professionals and business leaders that deal with talent engagement and skill development need to invest varied resources towards employee development. The development strategy for the employees is one of the critical success strategies that need to be executed with the channelized pathway. Employers have found that new challenges keep the employees active without slumbering into the comfort zone, also developing loyalty towards the team and improve the engagement. The positive environment attracts new talent with improved engagement and cultivates an attractive workplace for the new employees. One of the groups that are currently being overlooked by the employee when it comes to professional development is the entry-level or freshers that form the lower hierarchy of the employee structure. According to the report published by the Bureau of Labor Statistics more than 78 million Americans or close to 59 percent of the US workforce actually work on the hourly basis, this gives us the idea the major workforce that’s currently working in the underserved sector. It’s imperative the employers work towards the employee development program that improves the current skills of the workforce, making them more employable according to the requirement. It will assist the employers to get the required value from the resource and also the quality of the work will also be highest.
Following are some of the underlying reasons, why the employer should serve entry-level employees with employee development programs
1. Leverage the Untapped Workforce
Development programs are usually made to improve the productivity of the professionals who have to spend some time with the organization and groom them for the higher level position. It has also led to many of the individuals from the workforce either adopting the higher level of positions, with increased salary and more responsibilities. However, the entry-level candidates who are ignored by the enterprises during the development programs usually don’t improve their skill level and impacting their productivity. Human Resource professionals have recently adopted candidates from the diversified backgrounds to improve the diversity level of the organization, mostly such candidates are the entry-level candidates. They are a handful in terms of knowledge but lack in the professional experience part- one of the reasons that such newcomers are usually passed over for the promotion and the development opportunities. In a professional development program the employer should be able to implement the required workforce culture in the new employees and also improve or better we can say polish the skill level that assists them towards better productivity. The development program should be specified based on the position, title or experience.
The professional development program is being developed to improve workforce skills rather than just a task that needs to be complemented with every new employee coming in. A program that can help each of the employees to participate equally irrespective of their knowledge. It also prepares the employees to improve their focus towards the technology shift that might occur in the organizations and preparing them for the shift. Many of the enterprise focus towards shifting their development towards the more inherent capacity of a new joiner, making a positive first impact towards the start of a professional career.
2. Drop-off Rate
The employee development program should be structured so that the employers seek to reduce the turnover rates. According to Accenture, 56 percent of the entry-level candidates don’t want to stay in their position for more than two years. Recruitment is a cumbersome process and each hiring requires an investment of time and money; investing in the lower level employees can greatly improve the employee benefit in the long run. Even if the employees are being trained for any given project or short term goal they will be more likely to be engaged in enterprises activities and also be willing to improve if the need arises. It will also assist you to sell the employee development program to the upper management level that always wants to make each of the action productive. Over the course of time, such development programs can benefit the enterprise to find leaders and innovators that can improve business operations.
3. Employer of Choice
Enterprises should place importance towards the development and care of the employees; this makes the enterprise one of the foremost choice for the individuals that want to grow professionally. It, in turn, affects the culture, engagement, hiring, and retention for the given enterprise, assisting the enterprises to become one of the most sought after for the candidates. Attracting the top talent can be hugely impacted by the enterprise growth. Cohesive care that can provide solutions to employee problem can impact the bottom line contribution towards the growth. Many of the enterprises forget that the bottom line workforce contributes to enterprise development. By implementing the robust employee development program that emphasizes growth depending on the market situation with a major focus towards the entry-level and nonprofessional workers. Enterprises will inspire the underserved workers and develop the highly sought after employer.
Conclusion
The enterprise’s employee development program will open the company culture to all of the workforces. Having an induction program that brings all level of employees under one roof can increase employee engagement. A development program can be a costly feature but it would impact the end revenue generation and the growth cycle for the enterprises. It will also benefit the enterprises to improve the employee retention rate and draw more talent towards the leadership positions. When you differentiate between the enterprises you look towards the history and what the employees say about their leaders.
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