Developing of Professional Skills of the Employees

Developing of professional skills of employees, C.E.O.s, business and departmental managers, distinguished guests, ladies and gentlemen, good afternoon. It is with great honor and humility that I stand before you today. We are gathered here to discuss an important issue in our businesses, which is, Cultivating professional skills in employees working in your companies is important not only to the employee, but to the business as a whole. I will elaborate on what you as employers and supervisors can do to improve on your employees’ professional skills. I will lay out three essential points in my motivational speech. These are the pillars for the future. The three key points that I aim to discuss are:

  1. Development of specialized skills – helps in meeting the emerging needs of customers. As managers, you should ensure that employees receive the required specialized training to meet these needs. This may be through giving employees time off for their studies, or sponsoring employees in their education. In the army, there are officers who do not fight, but rather carry out specialized roles. They might be doctors, engineers, mechanics and so on but still serving in the military (Krausert,2009). The army pays for the education of officers who wish to acquire specialized training. In addition, you would agree with me that armies are among the most disciplined units in the world. The aim of specializing is increase of productivity as everyone has a specified role in the business.
  2. Evaluation – this gives you as a manager insight. It is important to assess yourselves and your employees annually. Assessment is done with aim of finding out how much progress has been achieved since the last evaluation was done (Marshall, 2006). It also serves to increase professional skills in employees, as they may lose their jobs due to a poor evaluation. Evaluations help in setting goals for the business. When the evaluations are finally done, it will establish how much progress the business has made.  There was a business that decided to base its performance mainly on employee evaluation. If the business’ success had been dismal in a given year, they would base their decisions for the coming year on their evaluations and assessments done. Sorry to say those employees got fired, but the business did achieve its intended results.
  3. Honoring employees – as managers’ employees should be awarded for their various contributions to the business. Promoting employees who have excelled in the business would be a good start. As managers, you can also hold internal award ceremonies to honor employees who have played astounding roles towards the business achieving its objectives (Clark, 2000). Cash awards, such as salary increments, would help in promoting professionalism in the business. With all these perks to look forward to, employees would work harder, and thus improve their professional skills. There is a law firm that uses honoring of its employees as an incentive for enhancing professional skills in its lawyers. With the idea of better pay, and a chance to become a partner in the business, the lawyers are encouraged to work harder.

In conclusion, there was an entrepreneur that set up a textile business with the above 3 points as his only skill set. With the little capital he had, he took a gamble and invested in this business. He stuck with his business model until he finally got results.

Krausert, A. (2009). Performance management for different employee groups: A contribution to employment systems theory. Berlin: Physica-Verlag.
Marshall, S., & Taylor, W. (2006). Encyclopedia of developing regional communities with information and communication technology. Hershey, Pa. [u.a.: Idea Group Reference
International Conference on Teaching and Computational Science, & Zhang, W. (2013). Advanced technology in teaching: Selected papers from the 2012 International Conference on Teaching and Computational Science (ICTCS 2012). Berlin: Springer
ASTD Public Policy Council. (2006). Bridging the skills gap: How the skills shortage threatens growth and competitiveness– and what to do about it. Alexandria, Va: American Society for Training & Development
Clark, E. N., & Kasar, J. (2000). Developing professional behaviors. Thorofare, NJ: SLACK Inc