Chapter 8Career Planning and Development

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.”

Employee Development

Employee development can be defined as the process of enhancing an employee’s future value to the enterprise through careful planning.

Training and Development Strategies

Strategies Instruments/Programs

Cognitive Articles, lectures, videos, college courses, management seminars

Training and Development Strategies

Strategies Instruments/Programs

Behavioural Role-playing, role modeling, story telling, sensitivity training, outdoors, team building, mentoring.

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.

Competency Framework

A competency framework is a list of competencies (abilities or skills) that provide a competitive advantage to an organization.

What is a Competency?

Tasks and Activities(what to do)

Attribute Bundles(clusters of KSAs or tasks, activities, outputs, and results)

KSAs (knowledge, skills and attitudes that distinguish superior performers from others)

KSAs (knowledge, skills and attitudes needed to do)

Outputs (what to provide to others)

Results (the benefits to produce for the company and customers

What is a competency?

The Career Planning and Development Framework

Career Goals

Career Development

Career Planning

(Career Paths)

(Feedback)

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

• 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

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?• 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?

• Career satisfaction: Employees have different levels of career satisfaction depending on their age and occupation

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

• 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

• 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

• 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

Individual Career Development

• Job performance

• Exposure

• Resignations

• Organizational loyalty

• Mentors and sponsors

• Key subordinates

• Growth opportunities