Jump start your career development plan

1. Career Development 101
An Employee Development Program

2. Career Development 101
Why employee development?
s To stay competitive and meet strategic
business needs

3. Career Development 101
Workshop Goal
Goal:
s To provide knowledge and tools to lead
the strategic development of the work
force for the mutual benefit of the
organization and its employees.

4. Career Development 101
Workshop Objectives
Objectives:
s Learn to motivate employees to take
the initiative in their own strategic
development
s Learn to reinforce, coach, sustain
employees’ strategic development

5. Career Development 101
DEVELOPMENT
Development is strategically planned,
continuous learning and improvement,
maximizing employee strengths,
potential, interests and values.
-Conceptual Systems, Inc. 1992.

6. Career Development 101
Purpose
s Maximize individual potential
s Increase growth/movement
opportunities
s Provide work satisfaction
s Improve employee retention
s Attract new employees

7. Career Development 101
A Win-Win Partnership for:
s Employees
s Supervisors
s Frazer Center

8. Career Development 101
The Key
s Development planning and other
human resource systems revolve
around competencies.

9. Career Development 101
There’s more to development
than reading a book or
going to a class!!

10. Career Development 101
Development can’t take place in a
vacuum. Supervisors will have to
guide their employees through the
organizational assessment to explore
trends and identify business challenges,
and provide resources and links about
the organization and the industry.

11. Career Development 101
Some employees will need a lot of help to
interpret their self-assessment, write
goals, or plan their development.
Administration can offer supporting
instructional activities, tips, and
coaching assess to ensure that
employees get the most out of the
process.

12. Training
Staffing Compensation
Competencies
Performance Development
Management Planning
Succession
Planning

13. Career Development 101
Competencies
s Competencies are capabilities
– Skills
– Knowledge
– Experiences
– Attitudes

14. Career Development 101
Competencies
s The competencies that are most critical
for your workgroup are driven by the
challenges facing it. These challenges
cascade from the external business
environment to the organization to the
business unit to the workgroup and,
finally the individual.

15. Career Development 101
Competencies
s For employees to be motivated to
develop their competencies they need
insight into the business challenges that
determine what competencies are
critical.

16. Career Development 101
Key Messages
s Development at Frazer Center begins by
“growing in place.”
s Development does not always mean
“moving up.”

17. Career Development 101
Development Options
s Growing in Place = Enrichment
s Moving Up = Vertical
s Moving Across = Horizontal
s Moving Down = Realignment
s Casting About = Exploratory Research
s Outward Bound = Relocation
- (Kaye, 1997)

18. Career Development 101
Roles/Responsibilities
s An ongoing partnership
– Employees
– Supervisors
– Human Resources
– FRAZER CENTER

19. Career Development 101
Benefits/Payoffs
s Accrued Benefits to:
– Employees
– Supervisors
– Frazer Center

20. Career Development 101
s Partnering Together in Continuous
Learning and Improvement
s Facing the Challenges of the Future

21. Career Development 101
References
s Conceptual Systems, Inc. (1992). Development 21
for managers and coaches, 2-3. Silver Springs, MD:
Conceptual Systems, Inc.
s Kaye, B.L. (1997). Up is not the only way: A guide to
developing workforce talent. Palo Alto, CA: Davies-
Black Publishing.