1. Chapter 8 Career Planning and Development

2. 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

3. 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

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

5. 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

6. 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

7. 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

8. 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)

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

10. 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

11. 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

12. 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

13. 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

14. 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

15. 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

16. 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

17. 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

18. 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

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