Career development

Career development refers to the development of the individuals career in the organisation. In a large organisation, the majority of staff are typically recruited at the beginning of their career and stay on until retirement. In the course of their career they are likely to carry out a number of different jobs, especially if they are in a professional, administrative or managerial position. The sequence of HR activities outlined so far, however, does not allow for this fact. It implies that the individual only moves from one job to another by making a job application, as if he or she were joining the organisation for the first time. While this is one of the ways in which individuals move jobs within an organisation, many organisations now believe that they should develop the individuals career so that the organisation gets the maximum benefit from his or her services, and should provide opportunities for career development to individuals.

International Employee Development the aim is to enable people to become more effective in their present job in an overseas location; account will need to be taken of cultural factors (in terms of how development programmes are delivered), and the extent to which there is central direction of programmes from the organisation, although they may be delivered locally.

Career Planning

Career Planning
Competencies enable employees to develop themselves in a way that links personal effectiveness and satisfaction with the achievement of the organization's strategic objectives Organizational Needs Major strategic issues facing the organization? critical needs and challenges critical competencies to meet challenges shortages? does org. have bench strength to meet challenges

Individual Needs Finding career opportunities within org. that: use my strengths address my development needs provide challenge match my interests match my values match my personal style

Career Planning Tools

Self-assessment Typically consists of a competency-based questionnaire that is completed by the employee. Aptitude, Personality and Interest Assessments Are helpful in guiding individuals who are considering their aptitude and interests in pursuing different career options, or in determining how they may work more effectively within the organization. Developmental Guides

Provide employees with a valuable tool to assist in planning their learning and development. Competency Based Development Catalogues Contain detailed learning and development tips and activities for all of the competencies used by an organization. Learning Profiles Used to define the study program an individual needs to work towards a particular role. Career Architecture A map that outlines the relationship between various careers within an organization (i.e. the progression between and among careers).

Career Planning and Development

Advantages

Builds company brand Empowers individual to become involved in career development Enhances engagement and retention Facilitates Career Streaming Gives employee options Improves opportunities for career mobility i-SkillSuite makes this a private process Links to/ builds on/connects to other process Reduces job cannibalism Reduces turnover Tools Access to system Career streams Clearly defines jobs Communication strategy Formal gap analysis

 Inform employees at all phases Integrated into orientation process i-SkillSuite Lunch and learns to discuss roles and commitment of organization Meeting of relevant managers/employees understanding of roles Possible self assessment against all competencies in organization to direct own career Promote and develop from within (retention)Success stories Supported by policy Barriers Communication High turnover Individual resistance/inertia Lack of organizational commitment Lack of organizational support at management level Managers not wanting employees to gain skills Managers not wanting to loose valuable team members On the Job "Quit" Organizational or management resistance/inertia Poorly defined jobs