Do your employees know their career options within your organization? Do they know what skills and experiences they need to develop to achieve their career goals? Are managers providing developmental opportunities that meet individual and organizational goals? Well designed career management systems identify possible career paths within the organization, specify the requirements for desired positions and what it takes to be successful, keep employees motivated when advancement opportunities are limited, and enable employees to take control of their own careers. Providing managers with the tools and skills to engage with their employees in discussions about their career goals can aid retention in your organization.
We can assist your organization by doing the following:
- Defining your Career Management philosophy
- Creating a model for career management in your organization
- Defining career paths
- Creating a process and tools for employees to manage their own career
- Implementing your new career management process throughout your organization
- Goldberg, E. (April, 2012). Career Management in the 21st Century. Presentation at the HR People & Strategy (HRPS) Global Conference, April, 2012. New York, NY.
- Goldberg, E. (March, 2012). Changing the Conversation on Careers: 7 Ways to Improve Career Satisfaction. The Pacific Northwest HR Strategic Forum, Portland, OR.
- Goldberg, E. (2013). The Changing Tides of Careers. People & Strategy Journal, 35(4), p. 52-58.
- Goldberg, E. (September 5, 2011). 6 Ways You Can Help Your Employees Facilitate Their Career Success. TLNT.com click to read article
- Goldberg, E. (September 2, 2011). Career Management: Why HR Needs to be Ready With Expert Advice. TLNT.com click to read article