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Abstract
All employees are career conscious.
Organizations, however, need to answer: 'Is employee career development
a part of their HR vision?' If yes, the organizations will be able to
drive performance, retain people and breed contentment.
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What is career development?
In simple terms it means 'Providing
employees an opportunity to grow', especially to those employees who
deliver performance.
Growth means, to an employee, one or
more of the following:
- Climbing up the ladder in the
organizational hierarchy.
- On-going increase in remuneration.
- Acquiring higher level skills
& competencies.
- Occupying higher level Job
positions.
- Having an opportunity to avail of
some exclusive benefits (perks & privileges).
Career development is not a mere management responsibility. It is a
composite organizational process which involves people, addresses their
ambitions, assigns them roles & responsibilities commensurate
with their potential, evaluates their performance, and creates Job
positions to accommodate growth ambitions of employees. In the career
development cycle, a number of actions have to take place at different
levels as outlined below:
Employees
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Decide what they want from their
careers now and in the future.
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Examine individually, or along
with their Supervisors, their interests & ambitions.
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Create 'Development Plans' by
obtaining inputs from the Supervisor, to meet the requirements of the
current Job and to cater for the long term perspectives.
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Work with the Supervisor to
identify on the job learning and training opportunities and other
avenues for professional development.
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Managers/ Supervisors
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Identify the job-related
knowledge, skills, competencies and experience needed for an employee
to be effective in that position.
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Help subordinates to define
their short and long term development needs which support
organizational objectives and employee's career goals.
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Support Employee Development
Plans by indicating specific steps that need to be initiated to
accomplish the learning goals.
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Help the employee in
understanding the type of Jobs which will be best suited for his/ her
career growth.
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Organization/ Management
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Provide a job and compensation
structure that support the organization's as well as individual's
growth & development perspectives.
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Enrich job-positions to create
more challenges in the work-environment.
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Provide time and funds for
employee development activities.
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Create processes to utilize the
knowledge, skills and abilities of each employee, aligned fully to the
organizational goals.
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Undertake pro-active man-power
planning to meet future staffing needs.
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Evaluate employees &
create succession pipe-lines for vital job positions in the
organization.
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Identify & nurture
talent and reward performance in a transparent manner.
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Systems Approach
Career development requires a systems
approach.
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This implies
Institutionalization of processes to automatically capture essential
data about each employee at the time of recruitment or induction.
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It also includes maintenance,
over the service span history of employment, of the following details:
- training details,
- performance statistics,
- awards &
recognitions,
- special skills &
competencies,
- promotions,
- pay increments and
- many other fields which
depict the capability profile of an individual.
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If these details are available
to the management on an 'Employee Dashboard', career planning can be
managed as a part of the HR Vision.
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EmpXtrack
facilitates meeting your HR Vision
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