The Latest Trends in Career Path Development

The Latest Trends in Career Path Development

INTRODUCTION

To succeed in a highly competitive marketplace, many companies need to radically rethink their strategies. No longer is a quality product, sold at a competitive price in the right place with the right type of promotion adequate to guarantee success. Using the right People is now considered as a critically important element, which must be added to the strategic mix if long-term success is to be achieved.

From experience, ‘the right people’ very rarely appear as fully trained and capable individuals. They have to be developed with the correct knowledge, skills and attitudes. Today most companies allocate considerable financial resources to the development of their Human Resources. But when staffs become ‘valuable’ as a result of development, they need to be retained.  However since the ‘right people’ are an essential ingredient for success, they are in heavy demand from every competitor. Career development tools are used to retain valuable staff; offering them long-term security through personal development programmes.

OBJECTIVES

• Assess company growth objectives against current and future change.
• Audit existing skills and competency requirements to meet those objectives
• Conduct a successful training needs analysis for individuals and teams
• Select the right type of training and education to cover the skills deficit/ development.
• Assist in succession planning and future staff training development
• Use performance and assessment tools to guide individuals and teams
• Carry out initial job evaluation
• Use mentoring and coaching skills to retain valuable
• Individual Exercise: Developing the action plan

COURSE OUTLINE

The inevitable forces of change

• Global market developments and the skills crisis
• The implications of not preparing for change
• The need for changing skills: developing new goals and objectives
• Analyzing future needs against corporate goals
• Corporate development needs analysis Vs. what employees expect today
• Video –The Business of Change and the Change of Business
• Discussion: The role of management in assessing and coping with change.

The challenges for team building and management development

• Performance management: The corporate training thermometer
• Assessing the value of jobs
• Job evaluation (where are we now?)
• The economic & social impacts of ineffective career decision making
• Discussion: HR: Whose responsibility is it anyway?

Strategies for building key human resources

• Developing a strategy (where do we need to be?)
• Job assessment and re-design
• Education, training and refocusing of key personnel
• Role-play exercise: The value of mentoring and coaching

Corporate stress: Losing key staff and its effect on human resources.

• Establishing company and financial growth objectives
• Retention: Translating objectives into people development
• Video: Management Development

Training & Development strategies

• Training Needs Analysis
• Covering skills deficits
• Training program development (how do we need to get there?)

Career Development strategies

• Developing a policy of Career Guidance
• Case study
• Succession Planning
• Career changes within the organization
• The role of job rotation and multi-skilling in modern organizational frameworks

Career Development Blueprinting: The Planning process

• Objectives : The corporate blueprint planning process
• Where can we start career development planning?
• Traditional and modern career development paths

Development of Selection & Assessment Criteria

• The methods and tools of selection
• The part played by corporate culture & work styles
• Fitting the right candidates into the right jobs: No square pegs into round
• Assessing competency requirements
• The value of psychometric testing
• Discussion: The importance of selecting the right person for the right job.

Acquiring valuable skills to aid career development

• Using on-the-job training to acquire skills and experience
• Developing future managers
• The value of interpersonal skills in career development
• Discussion: What skills are lacking in our new entrants?

Action planning to help do things differently

• The need now for an action plan
• Components of the action plan