HR Practice For Payroll Practitioners

HR Practice for Payroll Practitioners

“What other options are there?”

If formal training is the activity that will best meet the development need, you need to agree with the employee how the learning will be applied back on the job and plan how this will take place. Once you have agreed what the development needs are and what activities are going to be used to meet them complete the Individual Development Plan section in the Annual Performance and Development Plan.

Guidelines for the development discussion

Throughout the discussion your role is to:

• Maintain a focus on job performance • Question the team member to draw out their thoughts about their development aspirations and needs • Be honest and say “no” if the development is of no value or not cost-effective to the business or is unrealistic • Provide support and encouragement • Give feedback, especially that which recognises performance • Generate a range of development activities and ensure those chosen are effective, appropriate and cost-effective • Offer whatever support the team member needs to achieve their development and apply the skill and/or knowledge on the job • Have a goal to work to which they find motivating • Have a plan of actions to follow and a time frame • Know when they will be meeting with you again for a follow-up discussion about their development • Know what the on-the-job application of skills will be The outcomes of the development discussion for you as their manager should be that you: • Have a clear idea of what your employee’s development needs are • Know what the follow-up actions are that you and your team member need to take • Have an effective, appropriate and cost-effective solution to development • Know (or have an idea) of what the cost will be The outcomes of the development discussion for the employee should be that they:

© New Zealand Payroll Practitioners Association, Sep 2024, Ver 12

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