The focus on outcomes of employee development pales in comparison to the significant financial investments organizations make in offering employee development opportunities. Most attention, as it appears, has been focused on the outcomes and benefits of conducting training – both for employees who participate in training and the effects on organizations and communities. Curiously, many well‐known developmental models used to design these training opportunities have barely been updated in decades and are limited to specific types of learning and development. Building on the work of these foundational models, we propose a new “six‐domain” model for structuring employee development initiatives in organizations, which positions learning within domains situated in an intentional developmental manner. We conclude with a discussion of the implications of the model and provide suggestions for future research.

中文翻译：

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员工培训和发展的集成六域模型

与组织在提供员工发展机会方面所做的重大金融投资相比，对员工发展成果的关注显得苍白无力。看起来，大多数注意力都集中在进行培训的结果和收益上–无论是参加培训的员工，还是对组织和社区的影响。奇怪的是，几十年来，用于设计这些培训机会的许多著名的发展模型几乎没有更新，并且仅限于特定类型的学习和发展。在这些基础模型的工作基础上，我们提出了一种新的“六域”模型，用于组织组织中的员工发展计划，从而将学习定位在以有意发展方式定位的域中。