Student - Hr Professional
Hr Systems Adviser

Could someone answer this question for me please.
Your supervisor has asked you to research ideas on career development activities for its employees that your company can implement. Post your ideas for the top three career development activities that you think your organization and other organizations should provide for their employees. Why are these important? Consider your answers as well as other students' answers. Based on this discussion did you change your ranking? Why or why not?

From United States, Las Vegas
hi morti,
normally if we talk about career development. then first training and development.. in this if one person is elgible to get promtion after the senior retierse then you groom him to take that post in future... this may be done for exectutives easily thorugh sucession planning...
then may be performance appraisal linkage with the incentives and other trainig also development strategy.. so i think these two plays important part in carear development.
if you see why this bcos sucession planning tells who will get promotion and for company ggrowth u have to fix him to the post well.... so development is needed for growth....

From India, Vadodara
Let me try to give answers to your points one by one

Top three Career Development Activities [according to me]

  • 1. Chance to Perform : Give sufficient chance to the employees to show their performance and measure it efficiently. Keep the targets in reachable area. [not too low, but not too high either]

    2. Train your employees for the next level. [i.e train executives, engineers in people management skills so that they can become team leaders / managers ]

    3. Provide sufficient time [and allowance] for external studies [i.e. give time to employees to pick up an executive MBA, some soft skills, attend seminars etc]

The reason is obvious.

  • 1. With chance to perform, a person can show what he is capable of and can be promoted to next level if he meets the employer's expectation. In case the targets are unreachable or too high, and even a good employee is not able to reach it, he will feel disheartened and may ultimately leave the company.

    2. Training : Without extra skill sets and training for higher levels before the person is promoted, he may not be able to perform at his next level and may become a liability for the company

    3. External Training : Certain skills such as executive MBA, Technical Skills such as JAVA, .NET etc cannot be provided in-house. In such case employees need to be encouraged to go out and improve / increase their skill sets. Eventually it is the company that would benefit out of it..

From India, Ahmadabad
The three according to me are -
Job Rotation - Internal Job Boards [Skill Matrix]
Self Development Scheme
Skill Profiling
These are three sources of information for HR and Employees based on how these tools are used. Orgnaisations use the above three in different ways and not all use the three. Many organisations dont do skill profiling. Some do not have a concept of Job Rotation.
The above are critical because it helps HR track skill progress, managers track skill gaps and recommend training, Employees identofy skill gaos for a higher post and puts the onus of self development on the employee which is approved by the manager and has to be relevant to the persons line of business or future requirement.
On the other answers - I cannot comment. It does not change my response. What I have put here is very basic and straightforward as practised.

From India, Bangalore
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