Effective career development


Challenging Initial Job Assignments:

There is evidence indicating that employees who take up initial challenging jobs perform better at later stages.

Dissemination of Career Option Information not informed to employees. Mostly employees lack information about career choices/options. The managers identify career paths and succession paths. This information should be made available to all employees concerned.

Management should provide job information to employees through Job positioning. For posting the jobs organizations can use bulletin board displays, company publications, electronic billboards and similar means.

Assessment Center:

The assessment centers evaluate the people regarding their ability to certain jobs. This technique helps to identify the available skills, abilities and knowledge.

Career counseling helps employees in setting directions, reviewing performance, identifying areas of professional growth. The content of career counseling include,

(i) Employee’s goals, aspirations and expectations with regard to future career.
(ii) The manager’s views about the future opportunities.
(iii) Identification of employee’s attempts for self-development.

Career Development Workshops:

Managements should conduct career development workshops. These workshops help for resolving misperceptions. Entry workshops help for orientation and socialization activities. Mid career workshops help the employees with the same background and length of service. Late-career workshops are helpful for the employees preparing for retirement and employees who are frustrated over unfulfilled career goals.

Continuous education and training help the employees to reduce the possibilities of obsolete skills. In fact, continuous education and development are highly essential for career planning and development. Competency based training approaches are best for career development.

Periodic Job Changes at appropriate time imparts career growth. In the modern business, the proverb, “rolling stone gathers no mass� has a little relevance. In fact, the rolling stone gathers mass. The technique of job rotation helps the employees to acquire the organization knowledge, and knowledge about different jobs and departments. Ultimately, the employee gains confidence of working efficiently under any environment. The periodic job changes offer diverse and expanded range of experiences that the future job will demand. Thus, this technique prepares the employee for the future careers.

Leave of Absence\Lien\Sabbaticals:

Long leave of absence or sabbaticals allow the employee to work under new environment or attend an executive development program. Thus, leave allows the employees to learn under different environments.

Management Simulation technique is adopted in which employees are taken through a number of exercises and given extensive career development feedback regarding the areas of development necessary.

Professional Associations:

Professional Associations enable the managers to interact among themselves and learn from each other. Further, associations arrange guest speakers on current topics. Thus, these associations help the employees to keep abreast of current career demands and expectations.

Mentor—Protégé Relationships:

Organizations encourage these relationships through networking, building mentor expectations into managerial job descriptions and recognizing and rewarding successful mentoring efforts.