Organisational Career Development

The assistance from managers and HR department is equally important in achieving
individual career goals and meeting organisational needs. A variety of tools and activities
are employed for this purpose.
i. Self-assessment tools: Here the employees go through a process in which they think through their life roles, interests, skills and work attitudes and preferences. They identify career goals, develop suitable action plans and point out obstacles that come in the way. Two self-assessment tools are quite commonly used in organisations. The first one is called the career-planning workshop. After individuals complete their self-assessments, they share their findings with others in career workshops. These workshops throw light on how to prepare and follow through
individual career strategies. The second tool, called a career workbook, consists of a form of career guide in the question-answer format outlining steps for realising career goals. Individuals use this company specific, tailor-made guide to learn about their career chances. This guide, generally throws light on organisation’s structure, career paths, qualifications for jobs and career ladders.
ii. Individual counselling: Employee counselling is a process whereby employees are guided in overcoming performance problems. It is usually done through faceto- face meetings between the employee and the counsellor or coach. Here, discussions of employees’ interests, goals, current job activities and performance and career objectives take place. Counselling is generally offered by the HR department. Sometimes outside experts are also be called in. If supervisors act as
coaches they should be given clearly defined roles and training. This is, however, a costly and time consuming process.
iii. Information services: Employment opportunities at various levels are made known to employees through information services of various kinds. Records of employees’ skills, knowledge, experience and performance indicate the possible candidates for filling up such vacancies. For compiling and communicating career-related information to employees, organisations basically use four methods:
Job posting system: Job posting systems are used by companies to inform employees about vacancies in the organisation through notice boards, newsletters and other company publications.
Skills inventory: Skills inventories (containing employees’ work histories, qualifications, accomplishments, career objectives, geographical preferences, possible retirement dates, etc.) are created to help organisations learn the characteristics of their workforces so that they can use the skills of their employees, whenever required. Skills inventories also reveal shortage of critical skills among employees, which is helpful in tracing training needs.
iv. Employee assessment programmes: Initially, a new recruit is informed about career policies and procedures of the company. Socialisation efforts help the recruit learn about these things quickly. An experienced employee, acting as a coach may also help the new recruit form a realistic view of the skills needed at various levels and develop appropriate career goals and action plans. Formal orientation programmes are used to educate employees on career programmes, career paths and opportunities for advancement within the company. Several assessment programmes are also used to evaluate the employees’ potential for growth and development in the organisation. They include assessment centre, psychological testing, promotability forecasts and succession planning.

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