Develop employees for your business

URN: INSBE022
Business Sectors (Suites): Business Enterprise
Developed by: Skills CFA
Approved on: 14 Jan 2022

Overview

This standard is for entrepreneurs who need to develop employees for their business. Helping people to improve their skills will allow your business to increase productivity, improve the quality of the service or products you offer and support the continuing development of your business. Developing your employees involves deciding on their development needs, planning and setting targets for development, and completing their training in-company or externally.

You might do this if you need to:

  1. make your business or social enterprise more productive;

  2. improve the quality of the product or service of your business or social enterprise;

  3. make changes to staff roles to develop and expand your business or social enterprise;

  4. monitor employees' progress.


Performance criteria

You must be able to:

  1. carry out a regular review of employees' development needs in accordance with business priorities and objectives
  2. collate information about staff development needs and use it to make relevant decisions
  3. identify and agree development needs for employees through appraisal or discussion
  4. analyse the skills required and the order in which they need to be learned
  5. agree learning goals and complete an action plan for each employee
  6. identify appropriate training opportunities to suit individual needs
  7. choose a method of training, mentoring, coaching or development which meets each employee's individual learning needs
  8. identify the resources required for knowledge, skills and behaviours development
  9. develop, train, coach or mentor employees, altering the approach based on feedback or their progress
  10. arrange external training or development where employees cannot be trained in your business
  11. allow employees practice their skills, apply their knowledge and get experience in a structured way
  12. encourage employees to reflect on their development
  13. recognise and reward individual success
  14. identify obstacles to learning and review the development needs
  15. check your employees' progress towards learning goals and provide feedback
  16. seek guidance from specialists, when necessary
  17. keep accurate, confidential and up to date records of development needs and plans
  18. check that the outcomes of training and development are benefiting your business
  19. follow the relevant laws, regulations and best practice related to employee development

Knowledge and Understanding

You need to know and understand:

Developing employees

1.   the knowledge, skills and experience required for the products and services your business sells

2.   the information you need about development needs of individual employees

3.   the appraisals, performance review reports, business plans, feedback from colleagues, stakeholders and customers

4.   how to identify the skills employees need to develop

5.   how to set and agree targets for individual development

6.   how to write an action plan and agree learning goals

7.   the training you provide in your business through on the job training, short courses, mentoring or coaching

8.   the training that may need to be provided externally by attending a course, contracting an external coach or trainer

9.   the resources for employees' development, such as learning time, training programmes, fees and substitute staff

10.  the range of development opportunities, such as learning on the job, in-company training, online courses, classroom-based courses, bespoke programmes tailored to business needs, mentoring and coaching

11.  the sources of information about training courses and events

12.  what government support might be available for small businesses, such as training grants, free course provision or fee remission

13.  how to check individual staff understanding and progress

14.  how to evaluate the staff development against your business priorities and objectives

Training, mentoring and coaching

15.  how to identify learning opportunities and match them to individual needs and objectives

16.  the types of learning through training, mentoring or coaching

17.  the different learning preferences and methods depending on individual needs

18.  the resources and materials and methods of structuring learning activities

19.  how to encourage employees to reflect on their own achievements

20.  how to identify the obstacles to learning from and how to overcome them

21.  how to analyse and use developments in learning, including new ways of delivery such as technology-based learning, online learning etc.

22.  how to motivate employees by recognising and rewarding their success

Laws and regulations

23.  the relevant laws, regulations and best practice


Scope/range


Scope Performance


Scope Knowledge


Values


Behaviours


Skills


Glossary


Links To Other NOS


External Links


Version Number

1

Indicative Review Date

01 Mar 2027

Validity

Current

Status

Original

Originating Organisation

Instructus

Original URN

CFAOP6

Relevant Occupations

Business, Administration and Law, Managers and Senior Officials

SOC Code

2441

Keywords

success, business, idea, social, enterprise, customers, products, service, support, creative, idea, skills, needs, suppliers, cash, flow, legislation, marketing, market, trends, competitors, health and safety, VAT, equipment, costs, profit, staff, product