Which of the following should managers not do in terms of career development
A Career Development Plan is a written list of the short and long-term goals that employees have pertaining to their current and future jobs, and a planned sequence of formal and informal experiences to assist the employees in achieving their goals. These goals should be linked to each person's strengths and potential. Show Career Development Plans are usually optional. But they should be recommended to all employees, so that their short-term growth and development objectives are aligned and supported by their managers or supervisors and their long-term career expectations are realistic. Purpose of a Career Development Plan Ultimately, the purpose of a Career Development Plan is to assist employees in achieving their goals. In doing so, an organization also increases the likelihood of retaining employees, because employees recognize that managers have helped employees achieve their career goals within the organization, rather than employees believing they need to leave to pursue these goals somewhere else. The Career Development Plan also helps employees set realistic expectations of career growth by suggesting time frames for certain milestones to happen (like promotions) and identifying areas that employees need to develop before becoming eligible for their next career milestone. Note, too, that Career Development Plans are just plans; they do not represent career commitments to the employee nor the Manager or Supervisor. Format of a Career Development Plan As a manager or supervisor, encourage the use of an Individual Career Development Plan (ICDP) format for all of your employees. Once you have explained the value of the ICDP, you can emphasize that employees need to take responsibility for creating this form for themselves and provide the following information:
Process for Supporting Your Employee's Career Development Plan Here are some steps for supporting an effective development plan for your employees. Discussions and plans about development should focus on two dimensions: specific technical and functional expertise and overall demonstration, by the employee, of the organization's culture, philosophy and values.
The Career Development Plan, as described here, can be a very useful tool for career development practitioners working inside organizations. Career professionals can offer it to managers as a way to encourage the development of those they supervise. Used appropriately, it can help the manager focus on supporting employees in gaining new skills, while adding value to their organizations. It also helps employees stay on track and move forward in their careers. José Adolfo Trueba ([email protected]) has more than 17 years of experience in the design and implementation of Career Development plans. As part of his Professional background, he worked for IBM as a member of the "IBM Worldwide Professions Counsel" being responsible for Latin America region. This Counsel was responsible for the design of the IBM Worldwide Career Development Portfolio for all the IBM employees. He currently works in Mexico for Avaya Communication being responsible for Career Development strategies not only for Mexico, but also for CaLA (Caribbean and Latin America) region in Avaya Global Services Division. Which of the following is the role of a manager in an employee's career development?Answer and Explanation: The correct option is D) providing accurate performance feedback. Employees' career development is their primary focus while holding a career. Many employers provide career development programs for their employees' growth.
Who is not responsible for career planning and development?Career development is the responsibility of both the employee and the manager: it must be a collaborative effort because it cannot be done unilaterally. The employee is responsible, ultimately, for career management and development—and reading The Start-up of You is an excellent guide.
What should be included in a career development plan?Career development plans often include sections for:. A summary statement.. Short-term goals.. Long-term goals.. Current skills.. Developing skills.. Resources.. Action items, such as continued education or trainings, professional development opportunities, or potential work projects.. What are career development activities?Examples of activities that contribute to professional growth and development:. Continuing Education.. Participation in professional organizations.. Research.. Improve job performance.. Increased duties and responsibilities.. Approaches to professional development:. Skill Based Training.. Job Assignments.. |