1 / 29

Planning Organization Career Developing Programs

Planning Organization Career Developing Programs. Produced by Dr. James J. Kirk Professor of HRD Western Carolina University. What You Will Learn. Definition of a Organization Career Development Program Driving forces for OCD programs Companies with model OCD programs

drucilla
Download Presentation

Planning Organization Career Developing Programs

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Planning Organization Career Developing Programs Produced by Dr. James J. Kirk Professor of HRD Western Carolina University

  2. What You Will Learn • Definition of a Organization Career Development Program • Driving forces for OCD programs • Companies with model OCD programs • Key elements of OCD programs • Steps in developing an OCD program • OCD program development tips

  3. Organization Career Development Organization Career Development programs represent planned efforts on the part of organizations to link the career needs of individual employees to the workforce requirements of the organization.

  4. Driving Forces Behind OCD Programs • Desire to develop & promote from within the organization • Shortage of promotable talent • Commitment to CD

  5. Driving Forces Behind OCD Programs • Development of strategic plan • To motivate employees during times of limited organization growth • Strong expressed interest in CD on the part of employees

  6. Amaco Production Company BP Exploration Oversees Telecommunications Company Ltd. 3 M NCR Baxter Healthcare U.S. General Accounting Office Beckel Kodak AT&T Boeing Corning Companies With Model OCD Programs

  7. Key Elements Of OCD Programs • Training & Development • Job Matching • Individual Counseling/Career Discussions • Organization Potential Assessment • Employee Self-Assessment Tools • Internal labor market information exchange

  8. Most Common OCD Processes • Tuition reimbursement • In-house training and development programs • External seminars & workshops • Employee orientation programs • Job posting

  9. Critical Steps In DevelopingOCD Programs & Systems

  10. Leibowitz 4-Step CD Model Needs: Defining the Present System Vision: Determining New Directions & Possibilities Action Plan: Deciding on Practical First Steps Results: Maintaining the change

  11. Define Needs & Present System • Establish roles and responsibilities of employees, managers., and the organization. • Identify needs; establish target groups. • Establish cultural parameters; determine org. receptivity, support, & commitment to career development. • Assess HR structures; consider possible links.

  12. Define Needs & Present System • Determine prior attempts at solving the problem or need. • Establish mission/philosophy of program. • Design and implement needs assessment to confirm/collect more data. • Establish indicators of success.

  13. Determining New Directions& Possibilities • Create a long-term philosophy. • Establish vision/objective of the program. • Design interventions for employees, mgrs., and the org. • Organize and make available career info needed to support the program.

  14. Deciding On PracticalFirst Steps • Assess and obtain support from top management. • Create a pilot program. • Assess resources and competencies. • Establish an advisory group. • Involve advisory group in data gathering, program design, implementation, evaluation, and monitoring.

  15. Measuring Results & Maintaining The change • Create long-term formalized approaches. • Publicize the program. • Evaluate and redesign the program & its components. • Consider future trends and directions for the program.

  16. OCD Planning Tips Tip 1. Integrate career development planning with strategic planning.

  17. OCD Planning Tips Tip 2. Create strong linkages between career development and other human resource systems.

  18. OCD Planning Tips Tip 3. Make career development systems open.

  19. OCD Planning Tips Tip 4. Enhance the career development role of managers through skill building and accountability.

  20. OCD Planning Tips Tip 5. Develop and expand peer learning methodologies and other team-based development approaches.

  21. OCD Planning Tips Tip 6. Stress on-the-job development and de-emphasize traditional training approaches.

  22. OCD Planning tips Tip 7. Emphasize enrichment and lateral movement.

  23. OCD Planning Tips Tip 8. Identify and develop transferable competencies.

  24. OCD Planning Tips Tip 9. Include values and life-style assessments in career development activities.

  25. OCD Planning Tips Tip 10. Implement a variety of CD approaches to accommodate different learning styles and needs of a diverse workforce.

  26. OCD Planning Tips Tip 11. Directly tie career development to quality initiatives.

  27. OCD Planning Tips Tip 12. Include career development outcome measures and evaluation.

  28. What You Have Learned • Definition of a Organization Career Development Program • Driving forces for OCD programs • Companies with model OCD programs • Key elements of OCD programs • Steps in developing an OCD program • OCD program development tips

More Related