Successful organizations systematically design, integrate, and proactively implement programs that build and sustain a high-performance workforce. While training is more focused on groups of employees who may need training in broad areas, development tends to be much more customized to the individual employee’s needs and objectives. Performance appraisals function as evaluation tools and are inputs for determining appropriate rewards or punishments given the employee’s performance over the previous review period.

The appraisal also serves as the framework for employee development plans. The gap between current KSAs and desired KSAs along with the goals for improvement and growth informs the development plan. Employee development focuses on two areas: how individuals manage their careers within and between organizations, and how organizations structure the career progress of employees in alignment with organizational goals. Development has both formal and informal components. While the most common tools for consideration in development are coaching and mentoring, many more activities can be included.

Development can just as easily occur within the boundaries of normal work activities and assignments, as it can within a formally planned and designed development intervention. Even if the organization does not have the resources to engage in intensive development programs, managers can direct employees to opportunities as they become available in the organization and as the employees grow in KSAs. Stretch assignments typically outside of the scope of the employee’s day-to-day work activities but still within the boundaries of direct job-related projects often represent unique learning and development opportunities for employees.

As employees develop greater mastery in certain areas of their job, additional opportunities can be provided for them to broaden the range of skills they possess. An employee might move from a team member to a team leader, entering the rotation of leaders who take turns leading projects. Job enrichment activities are typically part of a formalized development plan, but could also just be a normal progression of job training as identified in the job description.