Here's how you can equip your team members with the necessary skills for their roles.

Here are the steps to help your team develop the necessary skills: 1. Identify Needs: Understand each team member's current skills and areas for improvement. 2. Provide Training: Offer relevant training sessions and workshops. 3. Encourage Learning: Promote continuous learning through courses and certifications. 4. Mentorship: Pair team members with experienced mentors for guidance. 5. Feedback: Regularly give constructive feedback to help them grow. By supporting their development, you invest in their success and the team's overall performance.

Everyone of doing specific activities actually doing it on a term of achieving goals on other hand 👌 satisfying need You may learn to achieve need May be obtaining specific education degree or certificate Do sportive activities to achieve need may be specific body shape or health conditions And so on work you may have specific work to achieve specific need Also you need specific skills to complete defined task So to know your team member need I consider it as adventure you have digging deeper to discover it

How to identify the human resource development needs for your staff? It usually comes from 4 channels: 1) Regular performance reviews done by each people manager 2) Self assessment plus a Gap Analysis conducted by the HR specialists 3) 360 degree feedback given by the employee's supervisor, peers, direct reports and customers 4) Any critical business issues that call for competency enhancement In fact, all these developmental needs shall be reflected through the Gap Analysis which is based on the Competency Model of the employee's position. Competency Model is a scaled system that displays the essential knowledge, skills and behaviors required for success in a specific role or job function within an organization, normally built by HR.

According to the Competency Model of your team's function, your team members can easily find their competency gaps and set up the goals to make improvement. For example, in my team as a learning & development specialist, Nina knew very little about the trainer's skills as she was a telemarketer before she transferred. As a beginner her baseline of the competency "trainer's skills" was Level 0 while she wanted to upskill to Level 2 in half year, so her learning objective was Level 2 and she would achieve this goal through various developmental activities, e. g. the formal training, co-teaching with other seasoned instructors, pilot, self-study and coaching, etc.

In my experience, each developmental activity has its own features so let's make a smart choice: - Self study is suitable for understanding textbook knowledge without further practice, e.g. Code of Conduct and Compliance Policies - Formal training is necessary for the batches of complicated knowledge/skill transfer - Coaching is especially helpful to exercise a skill which needs sparring, e.g. interpersonal skills - Mentoring often focuses on the nurture of the high-potentials of top management in a long term - On-the-job training is usually the practicing phase following a formal training - Task force/special assignment: technical breakthroughs or problem solving - Attend seminars/forums: broaden one's mind and horizons...

When you have made a list of those developmental activities plus the timelines with your team members, you have actually completed an important task named "Individual Development Plan(IDP)" for them, which is not only an opportunity to offer your support as their team leader, but also encourage their continuous learning. In general, an IDP often be filed with the employee's performance appraisal documents as it is regarded as an essential part for his/her continuous improvement. Having and implementing IDPs also demonstrates the company's commitment to employee's career development.