1 / 15

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).

royce
Télécharger la présentation

Organizational Career Development Proposal

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. 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

More Related