The Department of Defense’s Total Employee Development System

For an organisation to reap the benefits of hiring people who can deliver what is required of them in their jobs, a total employee development system is critical. Orienting people to a company’s vision and objective is one approach to gain such advantages. Employees are educated on their roles and responsibilities inside the organisation. Allowing them to participate in events such as conferences can serve as a motivator for them to improve their performance. Similarly, providing for their ongoing education communicates the organization’s strategies and assists them in realising their contribution to the organization’s success.

Employees that have received sufficient training are more efficient and effective. Employees are equipped with the tools they need to deal with and solve problems as a result of training. It is unnecessary to bring issues to senior management when they can solve problems at their own level. Time is not wasted, and the sense of accomplishment it provides can boost employee morale. Upper management is spared from dwelling on issues that rank-and-file or supervisory employees can handle, which saves man-hours. They will have more time to focus on other issues.

Employees also consider a comprehensive employee development programme as a means of improving their own personal performance. This improves their ability to communicate and interact with others, whether coworkers, associates, or neighbours. It also increases their feeling of self-responsibility. They are more conscious of how their actions influence their situations because of how they view themselves. Employees are also taught how to deal with change and develop from both external and internal events that bring about change. Employees with such talents in team building and dispute resolution will benefit from such a system.

Employees are also advised in order to assist them in achieving their development objectives. It promotes and directs people along particular courses that can lead to a positive working attitude and a better working environment, as well as improved performance. Employee aptitude, skill, personality, and interest are also taken into account while making decisions. Skills and interests can be assessed to see if they are appropriate for a certain division or activity. Conclusions can be formed from counselling and evaluation that can be utilised to influence personnel actions. Human resource practitioners may also study and select where a person should be allocated so that he or she is comfortable and productive in his or her job by assessing an individual’s personality. People are able to perform better as a result of this.