In recent decades, career development has seen a shift in the way it is approached. Traditionally, it was up to an organization to ensure that its employees had the skills to meet the company’s long-term goals. Now, however, employees advocate that they are—and should be—responsible for their own career development. Show
This shift has changed the way that organizations handle career development. Career development is viewed today as a kind of partnership with employees. It is also a key component of a company’s attraction and retention strategy. Many candidates will not consider employment with an organization unless it offers career development as a basic component of its culture. Career development from two perspectivesCareer development should be considered from the perspectives of both the organization and the employee:
Building an organizations’ career development programOrganizations should consider two factors when putting together their career development program:
Clearly, an organization must consider its overall direction and goals in order to assess the competencies that they need from their workforce to be successful. It is equally important that the organization take into account an employee’s motivation to succeed as an individual. Career development: Meeting organization and employee needsA proven method to meet these needs of the organization and the employee involves:
Remember, career paths can entail promotions or lateral transfers. A solid career path program requires detailed job descriptions and support through management coaching. Identifying and updating an employee’s career planEach employee should have a career plan that has been discussed with their manager. Generally, this would take place during the performance review process. The career plan includes an assessment of the “gaps” or training requirements. The career plan should be reviewed on an ongoing basis. This ensures that both the employee’s and the organization’s needs and objectives are adjusted over time. Leading employers know how important it is to place employees’ professional development at the heart of company policy. Why? Their workers expect it. Talented professionals want to work for a company that will help them to build skills and knowledge and further their careers. Managers shouldn’t minimize the importance of supporting their employees’ career advancement. If they do, they risk undermining morale and productivity by leaving talented workers feeling like they aren’t valued. And in the longer term, the company could face the loss of these dispirited employees to competitors. So, with a new year upon us, show your workers that they have both company and manager support in their desire to grow professionally by applying the following strategies to promote the development of employees: 1. Take a personal interest in employee career goalsIf you’re managing a remote team, you know how important it is to communicate frequently with your workers. That interaction should include meeting regularly with team members one-on-one so you can stay attuned to their career aspirations and expectations. This kind of manager support can help your staff feel valued — and lead to greater productivity and loyalty. Help your employees outline a potential career path within the organization, so they can better visualize their future at the company. Identify specific milestones for achievement and the supporting resources employees will likely need to tap along their journey. Clear, direct and consistent communication from the boss about career advancement steps can help workers feel more engaged. 2. Promote training and development of employeesJob training and continuing education help to fuel employee career growth. So, you’ll want to encourage team members to pursue relevant business courses and workshops that will further their career advancement. Virtual learning opportunities are a must for many teams right now, and fortunately, there are many affordable options available. (Even if budgets are leaner at the moment, keep in mind that an investment in employee career development can deliver a strong ROI for your business.) In addition to nurturing individual needs and growing specific skills, help your employees keep up with what’s happening in the wider industry. One cost-effective method that’s easy to arrange is to host lunch-and-learn sessions by video, featuring either external or internal guest speakers. Also, give your employees the time and flexibility to engage in industry events. Consider asking those workers to share what they learn at these events with their colleagues. GET RECRUITMENT TIPS
3. Encourage mentoring and job shadowingEstablishing a formal mentoring program might be one of the smartest moves a company can make at any time — for itself as well as for its workers’ personal and professional growth. Mentoring can also be an effective tool for onboarding remote staff. Though often seen as a transfer of knowledge from tenured team members to less-seasoned employees, mentoring in the workplace is a two-way street. While senior staff members can offer hard-earned insights and professional guidance to less-experienced colleagues, they also can benefit from the fresh perspectives and technological know-how of up-and-coming employees. 4. Rotate employee rolesThe human brain thrives on variety, and job rotation is a smart way to shake up your workers’ daily routine. Consider allowing employees to work in different but related departments or positions. (A job rotation program can help to facilitate this.) These opportunities will help your team members gain new skills, more appreciation for their colleagues’ duties and a better understanding of the business. Job rotation can also be an effective way to increase cross-departmental collaboration and build rapport in a remote team. And the organization will benefit from having a more well-rounded workforce. 5. Support work-life balanceHard work is a prerequisite for career advancement, but that doesn’t necessarily mean committing to an endless series of lengthy workdays. Encourage your employees to work smart, maximize their efficiency, and leave time and energy for their interests outside of work. This advice is especially important for remote team members who may find it difficult at times to keep work and life separate. The COVID-19 pandemic has caused many professionals to rethink their priorities. Research by our company found that 40% of workers see themselves emphasizing their personal life over their job moving forward. That suggests employers will be under even more pressure in the future to help their employees achieve a desirable work-life balance. Taking a proactive approach to your team’s well-being can also prevent stress from rising and leading to burnout. By adopting flexible policies that enhance work-life balance, you can buoy employee morale. You’ll help your workers find the time to do their jobs, attend to personal demands, and even engage in professional development activities that can aid their career advancement. 6. Paint the big pictureReminding employees of their unique contributions to the company’s mission adds meaning to their role. It can also increase their motivation to expand their responsibilities and advance in the organization. Don’t assume they already know how their work adds value, however. Offer regular insights into how their day-to-day actions make a difference to the organization. In your regular updates to team members, be sure to highlight the firm’s progress toward key objectives. And acknowledge individual employees for specific achievements that are helping to drive the company toward those goals. 7. Create a succession planning programSuccession planning can demonstrate to high-potential employees that you not only want to invest in their professional development but also see them evolving into future leaders for the business. That is a powerful message. So, don’t push this important process to the back burner. Create a succession plan for every key position in your organization. It can help motivate employees to learn the skills and knowledge needed for career advancement. Your employees will be better positioned to achieve their career goals if they know they have manager support. And even if your team is working remotely right now, it’s still possible to make professional development of employees and career advancement high priorities for the business. Emphasizing employee career growth can create significant and lasting benefits for your workers. It can also help position your company to be even more competitive. Who can play a role in an employee's career development?Managers play a key role in many aspects of an employee's journey with the organisation — and career development is, without a doubt, one of them. Not only are managers involved in getting employees' buy-in, but they also have a hand in shaping a learning culture within the organisation.
What is the benefit to the employer of effective career development of employees?It improves employees' morale and motivation. It enables organizations to man promotional vacancies internally, thereby reducing the cost of managerial recruitment. It ensures better utilization of employees' skills and provides increased work satisfaction to employees.
What are the roles of an employee?Main Responsibilities of Employees. to personally do the work they were hired to do.. to do their work carefully and seriously (In some cases, they could be fired or disciplined if they're often late for work, or if they're absent too often or for no good reason.). to avoid putting themselves or others in danger.. Is it the role of the organization or the employee to develop the employee?Employee Development Definition
While it's ultimately the individual's responsibility to own their professional development, it's to the employer's benefit to encourage continuing education by providing or facilitating both internal and external learning opportunities.
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