CAREER BASED PERFORMANCE
Organization’s Needs Matching Individual and
Gauging Employee Potential
Career Development Initiatives
Requirements and Performance
Mentoring Development Needs
Alternative Career Moves
Why Provide Career Development In Your
Employees who are skilled at managing their development are highly
motivated to perform well in their jobs.
They are more likely to remain productive and loyal.
The availability of development management training reduces both
turnover and absenteeism.
Organizations that consistently rank high in “Best Companies To Work
For” surveys are far more likely to provide performance and career
development training. These kinds of rankings attract and keep the best
Reduces both internal and external “job shopping and hopping” and
keeps employees focused on the job at hand.
When employees have the opportunity to access first-rate "worklife
assessment", they are far less likely to consider that promotion is the
only career move.
The partnership between employee and manager can take on a whole
new dimension with very little effort or time expended by the manager.
When employees are clear about the real goals of
their development, the kind of development they
elect is better focused than just learning the next
competency that shows up in everyone's training
There are 4 critical areas of assessment
Style…How you do .
Motivation…Why you do.
Skills…What you use to do.
Internal Barriers…What blocks you from doing what you do
as well as possible.
-Knowledge of various career opportunities / individual priorities.
-Internal promotuions, Up gradation and transfers
-Improves employees performance
-career growth as professionals
-professional growth opportunities
-opportunities for learning
-rewards for achievements
-performance oriented working
-attracting and retaining talent
-Availability of human resources
-It ensures that people get equal opportunities for growth
-Enhances cultural diversity
-Promote organizational goodwill
-roles are clarified in career counseling .
-more realistic approach of what is expected of them.
-personal career planning ability is increased
-human resource systems are effectively utilized
Trained people may leave after training.
Its Implementation is comlex job.
-individuals' short comings.
-individuals' lack of initiatives.
-individuals' lack of efforts.
-poor management support.
-lack of sufficient resources.
-biased approach in appointments
Career Management Best Practices
Providing Employee Assessment and Career Planning
Conducting Career Coaching Workshops for Managers
Establishing Employee Career Centers.
Giving Open Business Briefings
Creating an Internal Network of Information Providers
Maintaining Internal Job and Talent Banks
Establishing Individual Learning Accounts
Starting a Mentoring Program
Tools of Career Planning Programs
Self assessment tools
Career Information within an Organization
career resource center
Employee assessment programes
Employee development programes
Career programes for special groups