Perspectives on the Changing Face of Employee Development

Nath, Pramath

doi:10.1177/26314541221092253

Cited by 2 publications

(2 citation statements)

References 3 publications

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“…The concept of ED is building the capacity of an employee to perform more effectively (Dachner et al, 2021). ED has evolved to encompass wellness for employees and their responsibility to maintain a relationship between the organization and the results they are accountable for (Nath, 2022). ED is one aspect of an organization's human resource management (HRM) department.…”

Section: Basis Of Employee Development Programs In Businessmentioning

confidence: 99%

“…Building interdependent relationships between managers and employees through formal, scheduled interactions (a successful EDP) will benefit an organization in the present and the future as explained by SET. The evolution of ED will continue to adapt as the business world changes and technology develops further to accommodate EDPs globally (Nath, 2022). Regardless of the initiatives implemented by executive leadership teams, financial investment in EDPs, and the time and effort employees put in, success will be measured differently from one organization to another (Sachdev, 2022).…”

Section: Practical Implicationsmentioning

confidence: 99%

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Importance of employee development programs in business

Bilderback

Miller

2023

JMD

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PurposeThe importance of employee development programs (EDPs) has been evolving as businesses continue to change and employees continue to have different motivations. Understanding what motivates employees to continue working in a company can help managers have a more successful future. The relationship development between employees and managers can be more easily achieved with an established EDP with goals and motivations communicated. Both employees and managers can influence a positive culture. The authors use the social exchange theory (SET) to help explain this process.Design/methodology/approachA review of previous research was conducted. Looking through the social exchange lens, the authors developed practical implications of best practices for employee development (ED).FindingsFindings of this study should guide organizations to develop, improve or maintain effective EDPs.Originality/valueThis paper uses social exchange theory to foster best practices for EDPs.

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Section: Basis Of Employee Development Programs In Businessmentioning

confidence: 99%

Section: Practical Implicationsmentioning

confidence: 99%

Importance of employee development programs in business

Bilderback

Miller

2023

JMD

View full text Add to dashboard Cite

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Employee development programs as catalysts for suicide prevention and organizational change

Bilderback

2024

IJOA

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Purpose This paper explores the critical role of employee development programs (EDPs) in preventing workplace suicides, as underscored by 2019 statistics from the US Department of Labor Bureau of Labor Statistics. It identifies various industries with elevated suicide rates. It considers both work-related stressors, like fear of failure and autonomy loss, and external factors, like family or financial issues, as contributing factors. The paper advocates for EDPs to enhance employee-organization relationships, promoting engagement and positive change. Through skills training, coaching and job enrichment, EDPs intend to address employee concerns, offering support and contributing to suicide prevention. Design/methodology/approach This paper examines the role of EDPs in preventing employee suicides, a concern highlighted by the US Department of Labor Bureau of Labor Statistics data on rising suicide rates. It uses the interpersonal theory of suicide to underline the urgency of addressing this global issue empirically. The paper proposes that EDPs, through skills training, coaching and job enrichment, can tackle underlying job satisfaction issues, fostering positive organizational change and enhancing employee well-being. It advocates for EDPs as a means to not only improve workplace dynamics but also potentially save lives. Findings This study finds that EDPs are vital in preventing suicides in organizational settings. EDPs address factors affecting job satisfaction and mental well-being, potentially leading to suicidal behavior. These programs enhance employee engagement and motivation by incorporating skill training, coaching and job enrichment. The study emphasizes the need for EDPs to promote positive organizational change and to improve employee well-being, thereby contributing to suicide prevention and fostering healthier employer-employee relationships, leading to broader social and mental health benefits. Originality/value This paper’s novelty stems from its exploration of EDPs as a strategy for preventing employee suicide. It offers a unique perspective by linking EDPs to suicide prevention, focusing on enhancing job satisfaction and mental well-being. Using the interpersonal theory of suicide, the paper not only underscores the global importance of suicide but also identifies high-risk occupations. It argues for EDPs as a proactive measure in organizations, presenting a new approach to employee suicide prevention with broad implications for organizational practices and employee welfare worldwide.

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Perspectives on the Changing Face of Employee Development

Cited by 2 publications

References 3 publications

Importance of employee development programs in business

Importance of employee development programs in business

Employee development programs as catalysts for suicide prevention and organizational change

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