Individual Level
Training Programs
The goal of training programs is to improve each worker’s knowledge and skills. This could involve workshops, classes, or hands-on training to develop specific skills. Employees benefit from learning new skills and contributing to personal and professional growth. While individual skill development is prioritized, the collective impact of trained and talented individuals has a favorable influence on group dynamics (Al-Dalahmeh, 2020). Teams composed of well-trained individuals are better equipped to collaborate, share knowledge, and collectively achieve organizational goals. Google’s “Googler-to-Googler” program exemplifies this, where employees lead peer training sessions, fostering individual and group-level development.
Mentorship programs
Mentorship programs are designed to help employees develop both personally and professionally. Mentors provide guidance, share experiences, and transmit knowledge to help mentees pursue their careers. This one-on-one contact promotes individual development, enhances skills, and fosters a sense of belonging inside the organisation. While mentorship is basically an individual-level drive, it also has an impact at the group level by fostering a culture of knowledge sharing and coordinated effort. CIPD (2022) highlights how organizations like IBM successfully implemented mentorship programs to develop individual talents and enhance team dynamics.
Group Level
Succession Planning
The process of identifying and training persons with the potential to occupy critical leadership roles is known as succession planning. This creates a clear career path for high-potential workers, encouraging them to stay with the organisation because they know their growth and advancement are part of the overall strategy. At the group level, succession planning ensures that a talent pipeline is prepared for leadership responsibilities. This proactive strategy minimizes disruptions during leadership transitions, since well-prepared individuals within the organization are ready to take on more duties (Sparrow, 2019). General Electric (GE) is an example of a company that has successfully implemented succession planning to develop and retain talent at both individual and group levels.
