How carrier planning plays an important role in organizational development.
Answers
important because:
Current information about the organization and future trends helps employees create more realistic career development goals
Focus on skill development contributes to learning opportunities
Opportunities for promotion and/or lateral moves contribute to the employee's career satisfaction
A greater sense of responsibility for managing one's own career contributes to self-confidence
Career planning and development clarifies the match between organizational and individual employee goals
It's cost-effective to use your own staff talent to provide career development opportunities within your department
Career development increases employee motivation and productivity
Attention to career development helps you attract top staff and retain valued employees
Supporting career development and growth of employees is mandated by the Philosophy of Human Resources Management
How to Support Career Development
Refer to Career Development for the career development competencies assessment.
Annually, conduct an individual development plan and career discussion with employees and require other supervisors in your department to do the same.
Hold supervisors in your department accountable for supporting employee development efforts.
Create programs and activities to provide skill development, such as job rotation, cross-training, mentoring, internships, coaching, and career strategy groups.
Recognize that your role includes providing support and/or release time for staff members' development beyond their current jobs.
Support requests for flexible work arrangements from staff members.
Serve as a role model by participating in career and professional development opportunities yourself.
See staff members' applications for other positions as a healthy sign of a dynamic workplace.
Support lateral moves within your organization.
Create job vacancy listings that allow for the most diverse applicant pool while honoring transferable skills.
Roles You Can Play
COACH: Helps employees identify strengths, weaknesses, interests, and values by maintaining open, effective communication and ongoing encouragement. You can improve your coaching by:
Encouraging two-way dialogue
Showing employees how to identify their skills, interests, and values
Scheduling uninterrupted career development discussions
ADVISOR: Provides organizational information, realities, and resources to employees. You can improve your advising by:
Helping employees develop realistic career goals based on your department's needs and their individual development plans
Helping employees understand the current opportunities and limitations on the campus
Advising employees on the feasibility of various career options
APPRAISER: Evaluates employees' performance in an open, candid way and relates this to potential opportunities. You can improve your appraisal skills by:
Providing frequent feedback in a way that fosters development
Conducting performance appraisals that define strengths, weaknesses, and career development needs
Relating current performance to future potential in realistic ways
Using an individual development plan as a tool for continual feedback and development
REFERRAL AGENT: Helps employees meet their goals through contacts with people and resources. You can improve your referral agent skills by:
Helping employees formulate development plans and consulting on strategies
Providing opportunities for experience, exposure, and visibility, such as committees and task forces)
Using personal resources who you know and what you know to create opportunities
Assisting in seeking employees' placement lateral or vertical