Career Development in the Organization

1
Welcome!
CIASTD Ongoing Learning Track (OLG)

• Career Development in the Organization

2
Agenda/Topics To Be Covered

• Whats it mean to you?
• What do the experts say?
• Whats going on in your world?
• How do we get management buy-in?
• How do we measure effectiveness?

3
Career Development Perspective
4
Career Development in the Organization

• Creating the environment for employees to develop
  all types of skills
• Helping decision makers understand usefulness of
  employee development
• Facilitating best practices for career
  development courses

5
What Do the Experts Say?

• Assuring an alignment of individual career
  planning and organizational career management
  processes to achieve an optimal match of
  individual and organizational needs. (HRD wheel
  Craig 1996)
• Five phases of development (D.E. Super)
• Growth stage
• Exploratory stage
• Establishment stage
• Maintenance stage
• Decline stage

6
Career Advice Example from Top CIOs

• Get uncomfortable
• Carpe diem
• Fall on your sword
• Dont play it safe
• Go with your gut
• What interests your boss should fascinate you
• Get dirty
• Love it or leave it
• Source It Worked For Me CIO magazine

7
What Other Organizations Are Doing
8
Whats Going On in Your World?

• How do you define career development at your
  organization today?
• Is career development part of your performance
  management process?
• How to balance short term and long term?
• What model(s) do you use to communicate what
  career development is (or should be)?

9

• EMPLOYEE DEVELOPMENT
• Licensing
• Professional Certification Bonus Program
• NEO
• Sales Training
• Product Training
• Microsoft Applications
• Moving Into the Future with Ease
• Book Readings (groups)

• LEADERSHIP DEVELOPMENT
• Vistage Groups 11 Coaching
• More Coming Soon

Career_Development.ppt 29-Feb-2008
CIASTD Ongoing Learning Track
Slide 9
10
IMPACT Group

• LEADERSHIP DEVELOPMENT
• Mentoring Program
• Implementing a staged approach to Management
  Development

• EMPLOYEE DEVELOPMENT
• Performance Management
• EAP Programs
• Online Assessment Library/Career Development
  resources (MBTI, Birkman, Strong Interest Survey)

11
Lilly

• EMPLOYEE DEVELOPMENT
• Career Fitness Workshop (Strong Interest Survey,
  Strength Finders)
• Situational Self-Leadership
• Insights to Personal Effectiveness
• Performance Management
• Development Planning Conversations
• SkillSoft business skills CBTs
• Harvard Manage Mentor

• LEADERSHIP DEVELOPMENT
• Core Skills for New Supervisors
• HR Decisions that Matter
• Situational Leadership II
• Organizational Change Mgmt 100
• Leading for Inclusion
• Experienced Supervisor
• New Director/Executive Programs
• Global Mgmt/Ldrshp Development Programs

12

• EMPLOYEE DEVELOPMENT
• New Employee Orientation
• The Option Six Development Process
• Not courses per se, but other training via
• Instructional Designer Forum
• Media Developer Forum
• Editor Forum

• LEADERSHIP DEVELOPMENT
• TBD

13
Sallie Mae

• EMPLOYEE DEVELOPMENT
• Performance Management
• Mentor Program
• EAP Programs
• Wilson Versatile Sales Training
• Give Them The Pickle

• LEADERSHIP DEVELOPMENT
• Supervisor Development Program
• Management Development Program
• Leadership Development Program
• Next Level Leadership Program
• Managing Our Workforce (Diversity Management)

14

• LEADERSHIP DEVELOPMENT

• Wabash Leadership Series
• Emotional Intelligence
• Driving Organizational Performance
• Managing Change
• Dealing with Conflict
• Positive Employee Relations
• Leadership Strategy
• Purdue University Certificate and
  Degree Courses Organizational Leadership
  Supervision - on site
• Executive Development Preferred Providers
  Duke, University of Michigan, University of
  Chicago

• EMPLOYEE DEVELOPMENT
• Process Training
• Technical Skills
• High Performance Teams
• Continuous Improvement Events
• Competency Development
• Business Education
• Language
• Train the Trainer
• Managing Change
• Inclusion
• New Career Development
• Program in Design Phase!

Career_Development.ppt 29-Feb-2008
CIASTD Ongoing Learning Track
Slide 14
15
Management Buy-In and Commitment
16
Management buy-in what happens if we dont get
it?

• Lack of attendance and momentum
• Not walking the talk
• Lack of follow-through and accomplishment of
  objectives
• Reduced transfer of knowledge back on the job
• Reinforces another program of the month
  mentality
• Lower morale of employee population
• Waste of my time
• Lack of business results

17
Benefits of Career Development

• For the employees
• Increased skills and job satisfaction
• Future opportunities (other positions)
• Promotions
• Enhanced self-awareness
• Increases morale of individuals
• Builds on their strengths as opposed to focus on
  weaknesses only

• For the organization
• Build employee engagement and loyalty
• Increased retention
• Deeper bench strength for succession planning
• Improve productivity
• Reduced expenses increases profitability
• Leaders can focus on increasing revenue than
  micro-managing employees

18
Management buy-in Ways to get it

• Executive champion
• Leaders expect employees to develop themselves
  (e.g. taking assessments, attending sessions,
  applying learning, informal learning/mentoring,
  etc.)
• Add employee development to company priorities
  (e.g. Top 10 list)
• We need to show a more direct link to company
  results.
• Measure impact of turnover to reduced
  profitability
• Build it into the performance management review
  process
• Develop an engaging marketing/communication
  program highlighting the need and benefit
• Make employee development a critical objective
  for managers/supervisors (what are the managers
  held accountable to)
• Ensure that managers/leaders are being developed
  first

19
Measuring Effectiveness
20
How do you currently track Career Development
offerings/opportunities?

• Module in ADP HR Info System training
  completions, primarily internal tracking, not
  external
• Tuition Reimbursement program database, publish
  course completions in newsletter, celebration
  luncheon event, LMS tracking
• PeopleSoft HRIS/LMS, internal program/rosters,
  multiple data sources, tuition assistance (),
  Access database for IT job competency (technical
  training)
• Performance management reviews, informal
  management discussions

21
Evaluation of Career Development

• For the employees
• Possible HR engagement survey
• FAQs for tuition reimbursement policies and
  process
• Need to let them know what the opportunities are
• Level-based, nomination leadership programs,
  external coach, performance-based rewards
• Downsizing impacts perception of benefit of
  programs

• For the organization
• Tuition Reimbursement budget
• Bottom-line, budget driven decisions
• Linking HR, PM, 360 data to involvement in
  programs
• Need to do a better job of selling the actual
  results back to the organization (refer back
  slide 17)