Chapter 8 Career Planning and Development

Strategic Human Resource Development Strategic human resource development can be defined as “the identification of essential job skills and the management of employees’ learning for the long-range future in relation to explicit corporate and business strategies.” Definition - Strategic Human Resource Development

Employee Development Employee development can be defined as the process of enhancing an employee’s future value to the enterprise through careful planning. Definition - Employee Development

Training and Development Strategies Strategies Instruments/Programs Cognitive Articles, lectures, videos, college courses, management seminars Cognitive - Training and Development Strategies

Training and Development Strategies Strategies Instruments/Programs Behavioural Role-playing, role modeling, story telling, sensitivity training, outdoors, team building, mentoring. Behavioural - Training and Development Strategies

Training and Development Strategies Strategies Instruments/Programs Environmental Job rotation, organizational development, the learning organization concept, temporary assignments, employee exchange programs, project team, internal consulting, cross-cultural management training. Environmental - Training and Development Strategies

Competency Framework A competency framework is a list of competencies (abilities or skills) that provide a competitive advantage to an organization. Definition - The Learning Organization

What is a Competency? Definition - The Learning Organization Results (the benefits to produce for the company and customers KSAs (knowledge, skills and attitudes needed to do) KSAs (knowledge, skills and attitudes that distinguish superior performers from others) Outputs (what to provide to others) What is a competency? Definition - The Learning Organization Tasks and Activities (what to do) Attribute Bundles (clusters of KSAs or tasks, activities, outputs, and results)

The Career Planning and Development Framework (Career Paths) Career Goals Career Development Definition - The Learning Organization (Feedback)

Career Planning Terms Career – a career is all the jobs that are held during one’s working life Career path – a career path is the sequential pattern of jobs that forms one’s career Career goals – career goals are the future positions one strives to reach as part of a career. These goals serve as a benchmark along one’s career path. Career Planning Terms – points 1 and 3

Career Planning Terms Career planning – career planning is the process by which one selects career goals and the path to those goals Career development – career development is the process by which one undertakes personal improvements to achieve a personal career plan Career Planning Terms – points 4 and 5

What do Employees Want? Career equity: Employees want to perceive equity in the organization’s performance/ promotion system with respect to career advancement opportunities Supervisor concern: Employees want their supervisors to play an active role in career development and provide timely performance feedback What do employees want? – points 1 and 2

What do Employees Want? Awareness of opportunities: Employees want knowledge of the career advancement opportunities that exist in their organization Employee interest: Employees need different amounts of information and have different degrees of interest in career advancement depending on a variety of factors What do employees want? – points 3 and 4

What do Employees Want? Career satisfaction: Employees have different levels of career satisfaction depending on their age and occupation What do employees want? – point 5

Benefits of Career Planning Develops promotable employees: career planning helps to develop internal supplies of promotable talent Lowers turnover: the increased attention to and concern for individual careers generates more organizational loyalty and therefore lower employee turnover Benefits of Career Planning – 1 and 2

Benefits of Career Planning Taps employee potential: career planning encourages employees to tap more of their potential abilities because they have specific career goals Furthers growth: career plans and goals motivate employees to grow and develop Benefits of Career Planning – 3 and 4

Benefits of Career Planning Reduces hoarding; without career planning, it is easier for managers to hoard key subordinates. Career planning causes employees, managers, and the human resource department to become aware of employee qualifications. Benefits of Career Planning – 5

Benefits of Career Planning Satisfies employee needs: with less hoarding and improved growth opportunities for employees, individual needs for recognition and accomplishment are more readily satisfied, and self-esteem is boosted. Assists employment equity plans: career planning can help members of protected groups prepare for more important jobs Benefits of Career Planning – 6 and 7

Individual Career Development Job performance Exposure Resignations Organizational loyalty Mentors and sponsors Key subordinates Growth opportunities Individual Career Development – 7 points