In this video, explore career development concepts.
- Jack Welch, former CEO of General Electric, said an organization's ability to learn and translate that learning into action rapidly is the ultimate competitive advantage. This is the business case for talent management. When you link your career development programs to desired business outcomes, everyone wins through higher employee engagement and an improved competitive position. Talent management varies from organization to organization. It's a holistic strategy that considers everything from hiring and training to retaining employees.
An effective talent management strategy includes career pathing, mentorship and leadership development. Career pathing is determining which direction you want to take your career. It's a shared responsibility between employer and employee. However, employees are the true owners of their career path. Your role as the HR pro is to ensure that employees are aware of their performance expectations, how they're measuring against those expectations and what employment opportunities are available within the organization.
The first piece of information employees need to build a career pathing plan is exactly how effective they are compared to the performance standards they were introduced to during onboarding. They learn this through the performance appraisal process and review process, which may include ongoing formal and informal feedback to the employee. In most organizations, a formal performance review takes place at the midyear mark and at the end of the year. However, the value of this approach is being challenged now that workplace diversity has increased and many jobs are rapidly evolving and fluid.
Another challenge is the one-way feedback that the midyear and annual review structure supports. Many jobs rely on cross-functional collaboration to be successful. So companies are seeking creative ways to provide meaningful feedback to employees from all stakeholders they interact with to execute a project. There's a saying that resonated with me early in my career that goes, you'll never leave where you are if you haven't determined where you would rather be. In other words, employees need to figure out what roles they aspire to in the organization, to know what should be included in their career pathing plan.
All good plans should include a mentorship piece. Mentoring is often used interchangeably with coaching, but they're not exactly the same. A mentor is a trusted advisor that serves as a source of support and wisdom for the mentee. A mentoring relationship is a longterm one and filled by a person who's invested in the growth and development of the mentee. By contrast, a coach usually works with an employee for a finite period and for a specific improvement reason.
HR pros can help employees by providing information on what to look for in a good mentor and coach. Some other ways HR pros can help employees develop is to ensure that there are developmental opportunities available to them, such as training classes, on-the-job training and job shadowing. If an internal employee doesn't get the job they applied for, it's also helpful for them to receive that feedback. The PHR exam will test you understanding of how employee driven career pathing programs can help your organization retain highly engaged employees who contribute positively to the company.
- Modeling ethical standards
- Managing legal risks
- Finding and interviewing candidates
- Designing training and measuring its effectiveness
- Designing total rewards
- Promoting diversity and inclusion
- Employee engagement strategies
- Managing complaints and grievances
- Implementing workplace programs