1. Request for a Company-Wide Employee Development Plan
Presented to Tacachale Human Resources Director
By Barbara Morris

2. Purpose of an Employee Development Plan
Investing in employee development is important for the sustainability and success of the organization.
The purpose of an employee development plan is to help employees prepare for other positions in the company and increase their changes for jobs that have not been created yet (Noe, 2013).
By providing an employee development plan, you can develop your people and prepare them for the future by providing the following:
Formal education
Job experiences
Relationships
Assessment of personality and skills (Noe, 2013)

3. 5 Benefits for Implementing an Employee Development Plan
Help attract and keep great employees
Companies that invest in their employees attract better candidates who are usually more loyal and will speak positive about the organization; which results in a good reputation as an employer.
Help create promotable employees
Providing assessments and training opportunities help the organization identify potential leaders and provides a pool of capable workers.
Keep employees engaged
Minimize boredom by engaging employees with interesting programs and with events that are fun and or challenging (Halvorson, 2015).
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4. 5 Benefits for Implementing an Employee Development Plan
Help the organization save and earn money
When employees are trained and engaged with development activities they become more efficient and proficient in their jobs; which saves the company money in the long run. These savings are due to reduced cost in recruiting and hiring new employees that averaging more than $8000 (Scjmptz, 2016).
Help the organization plan for the future
It helps the organization think about potential leaders, employees, industry changes, and how these things will impact the organization (Halvorson, 2015).
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5. Recommended Initiatives for Employee Development
Executive Education: Learning can be provided by an external or internal university or program; which allow employees with leadership potential to go through formal managerial training.
Educational opportunities like ELP (Emerging Leadership Program) has been successfully implemented by organizations such as Xerox (Noe, 2013).
Tuition Reimbursement: It has been found that organizations that have evaluated this program shows increased employee retention rates, improved employee readiness for promotion, and improved employee job performance (Noe, 2013).
Verizon Wireless evaluation of the program has shown increased morale and helped to attract new and retain current employees (Noe, 2013).
Assessments: Personality test, such as Myer’s-Briggs Type Inventory, can identify employee’s strengths and weaknesses.
One can be creative when incorporating personality assessments. For example, Quinn, with LIFT Consultant, used a best- self feedback exercise so employees can identify their strengths. An employee’s work performance improved after completing the exercise (Pace, 2010).

6. Conclusion
In my closing, employees are looking for opportunities to improve their skills; so companies who offer a variety of employee development programs are more likely to attract the best pool of employees who want to better themselves (Halvorson, 2015). By offering an employee development plan, which include activities such as executive education, tuition reimbursement, and various assessments, amongst other activities, the organization will not only attract employees with the best talent and skills, but will also prepare the company to address future business needs. Please allow me the opportunity to meet with you, to have a more in-depth discussion. regarding this exciting and rewarding opportunity for employees and the organization.

7. Reference
Haleck, E. (2012). Manager Skills Series: Increase productivity through employee development. Retrieved form through-employee-development/
Halvorson, C. (2015). 5 Reasons You Should be Investing in Employee Development. Retrieved from investing-in-employee-development.html
Noe, R. A. (2013). Employee training and development (6th ed.). New York, NY: McGraw Hill
Pace, A. (2010). Unleashing positivity in the workplace. Training and Development,64(1), Retrieved from the Academic Research Complete database.
Schnotz, W. (2016). The Average Cost to Train a New Employee. Retrieved from