Career Development

Company supported career development fosters increased employee satisfaction and retention, adds to effective knowledge management within an organization, and increases interaction of younger workers with more experienced ones. Career development skills can help individuals to take advantage of opportunities throughout their career that have positive personal and company outcomes. We will help you to design a career development program that will motivate, develop and retain your employees and ensure a robust and skilled workforce. We provide assessment tools (including customizable on- line tools), training for both individuals and supervisors (career coaches) and individualized career coaching.

We will support your in-house career development programs by providing:

  1. An assessment of the quality of existing career development activities and resources. This includes a review of employee and management attitudes and organizational policies that hinder or help career development activities.
  2. Help in designing your career development initiative in alignment with your organizational objectives and existing performance management, internal recruitment and succession planning systems.
  3. Competency assessment of job families and individual jobs to enable career path identification.
  4. Assessment tools for employees to identify where they are and where they want to be, including a customizable online career development package.
  5. Customized training in the career management process and the use of assessment tools for individuals.
  6. Customized training in the skills required by supervisors to be effective career coaches
  7. Individualized coaching support for individuals who are in the process of making career changing decisions.
  8. Specific training to increase performance capability in key areas required for successful career progression.

NOTE: The career development process includes:

  • Assessing personal style, personal qualities, interests, barriers, developmental needs, vision of work life and other factors required to provide a clear understanding of self in relation to work and career.
  • Investigating the environment and discovering the opportunities – first in current job, then in department and then the organization; then in the economy, and in other organizations and industries.  What is present now and what changes will the future bring?
  • Matching the assessment of self with the opportunities.  Where is it possible to make the greatest contribution consistent with own vision and the challenges and needs of the environment?
  • Choosing development targets that will allow an expansion of personal contribution.
  • Planning development using specific goals/targets, action steps, schedules, barriers to  overcome, required resources and support.
  • Obtaining input from others. Get feedback from peers, supervisor, family, objective third parties (HR professionals, counselors, mentor, colleagues etc.)
  • Taking action/ Evaluating results/ Revising plan.

An effective career development system:

  • provides pragmatic and insightful assessment and planning tools,
  • training in their use,
  • supervisory training in career coaching,
  • alignment with performance management, succession planning, and hiring systems,
  • the definition of career pathways in the organization,
  • fair allocation of financial support for development, both credit and non credit learning (often requires specific policy guidelines)
  • availability of information regarding job openings and developmental assignments.