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Organizational Career Development Proposal

Organizational Career Development Proposal. Need for Career Development Programs. The need that employees have is “to be attracted to organizations that have well-developed mentoring programs, career development initiatives, and job enrichment opportunities” (ASTD, 2005).

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Organizational Career Development Proposal

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  1. Organizational Career Development Proposal

  2. Need for Career Development Programs The need that employees have is “to be attracted to organizations that have well-developed mentoring programs, career development initiatives, and job enrichment opportunities” (ASTD, 2005).

  3. Top 20 Retention Drivers

  4. Characteristics of a Successful Career Development System Alignment With Mission and Vision: Able to act on a development program that brings about the vision and mission of the company

  5. Characteristics of a Successful Career Development System Core Competencies: • Brings skills and knowledge that are important for individuals to develop to be successful • Helps the individual to link their job to the mission and vision of the company.

  6. Characteristics of a Successful Career Development System Self Assessment: • Brings self-understanding of abilities, interests, values, and goals • Vital foundation of the career development process • Use of assessment tools such as Now, Discover Your Strengths by Buckingham & Clifton and Career Anchors by Edgar H. Schein can be used for self-assessment (Assessment tools will be discussed more in a separate section)

  7. Characteristics of a Successful Career Development System A Variety of Learning Options: • Develops skills to sell and train • Personal support to improve sales • Regional managers support and give guidance • Develops a mentoring culture using existing sales personnel

  8. Characteristics of a Successful Career Development System Career Options and Available Talent: • Potential individuals identified can assist, train, and handle local issues for the regional manager.

  9. Characteristics of a Successful Career Development System On-Going Communication: • Keeps communication open • Connected through conference calls • Regional manger kept updated on career and product development

  10. Assessment Tools from Now, Discover Your Strengths • Looks at 34 strengths in an individual and records the top 5 • Builds a strengths-based culture in the corporation

  11. Four Aspects of a Strengths-Based Corporation • Spend a great deal of time and money selecting people. Helps mitigate the “I don’t think I have the right talent for the role” problem. • Focus performance by legislating outcomes rather than focusing each person into a stylistic mold. Addresses the “in my role I don’t have any room to express my talents” problem. • Focus training, time, and money on educating about strengths and figuring out ways to build on strengths. Solves the “I don’t have the skills and knowledge I need” problem, the “I don’t know what I’m best at” problem, and the “my manager doesn’t know what I’m best at” problem. • Devise ways to help each person grow his career without necessarily promoting him up the corporate ladder and out of his areas of strength (Buckingham & Clifton, 2001, pg.216-217).

  12. Assessment Tools - Eight Career Anchors (See “Eight Career Anchors” Handout) • Technical/Functional Competence • General Managerial Competence • Autonomy/Independence • Security/Stability • Entrepreneurial Creativity • Service/Dedication to a Cause • Pure Challenge • Lifestyle

  13. Benefits for Mentoring and Coaching • Overcomes performance problems • Helps others that have performance issues and guides them through those issues • Develops employee skills • Delegates routine activity to others, allowing for more mentoring time • Increases productivity

  14. Benefits for Mentoring and Coaching • Imparts greater know-how and effectiveness • Helps people to work smarter • Creates promotable subordinates • Improves retention • Reduces turnover by building trust and loyalty • Fosters a positive work culture

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