Improving Employee Performance Through Corporate Education

Abstract

Due to increased awareness by organizations of strategic human resource [HR] development as a key driver for business performance, more demands are being placed on internal HR groups to incorporate effective employee development programs. The ensuing expectation is these programs are both aligned with company strategies and efficient in creating added value. Effective training and employee development solutions are investments, not expenses, as they pay for themselves through competitive advantage and increased performance. Many organizations, sometimes through performance consultants, implement performance improvement strategies to grow their operations. HR departments play crucial roles in designing corporate education around employee development programs with expansive developmental opportunities for their workforce, such as succession planning tools, career development solutions, mentor and coaching offerings, and higher education solutions, to name a few. Some notable features of corporate education programs might include career development systems, coaching and performance management, management development solutions, organizational development interventions, and job enrichment programs. Understanding and finding ways to leverage these features to influence employees' careers in organizations is integral to employee and business growth. Any one or a combination of the features and strategies for corporate education programs should be considered by business leaders as additional interventions to address the organization’s current and future business needs. This paper’s purpose is to review current and recent research on employee development programs and creating and improving these programs to enhance organizational effectiveness. Conclusions will emphasize the overall importance of a corporate education strategy and make recommendations for future business implications. The antecedents, consequences, and strategies affecting corporate education quality and implementation are reviewed. A future point of view on the concept is offered.

Keywords: employee development; planning; needs analysis; education

JEL Classification: M53