Communicating Career Options
To set realistic career goals. an individual must know the options and opportunities that are available. The organization can do several things to facilitate such awareness. Posting and advertising job vacancies is one activity that helps employees get a feel for their options. Clearly identifying possible paths of advancement within the organization is also helpful. This can be done as part of the Performance appraisal process. Another good idea is to share human resource planning forecasts with employees.
Career Pathing
Career pathing is a technique that addresses the specifics of progressing from one job to another in the organization. It can be defined as a sequence of developmental activities involving informal and formal education. training, and job experiences that help make an individual capable of holding more advanced jobs.I3 Career paths exist on an informal basis in almost all organizations. However. career paths are much more useful when formally defined and documented. Such formalization results in specific descriptions of sequential work experiences, as well as how the different sequences relate to one another. Table 10.2 outlines the bask steps
1. Determine or reconfirm the abilities and end behaviors of the target job Because jobs tend to change over time, it is important to determine or confirm requirements and review them periodically.
2. Secure employee background data and review them for accuracy and completeness. Because people's interests and career objectives tend to shift, these also have to be confirmed. Also, it is often necessary to update an individual's records concerning skills, experience. etc. 3. Undertake a needs analysis comparison that jointly views the individual and the target. job. Determine if the individual and the targeted job tend to match. Surprisingly, many organizations neglect to query individuals when questions arise concerning their backgrounds, potential abilities, and interests.
4. Reconcile employee career desires, developmental needs, and targeted job requirements with those of organizational career management. Individuals formalize their career objectives or modify them as circumstances warrant.
5, Develop individual training work and educational needs using a time-activity orientation. Identify the individual actions (work, education, and training experiences) necessary for the individual to progress to the targeted job.
6. Blueprint career path activities. Create a time-oriented blueprint or chart to guide the individual.
Communicating Career Options To set realistic career goals. an individual must know the options and opportunities that are available. The organization can do several things to facilitate such awareness. Posting and advertising job vacancies is one activity that helps employees get a feel for their options. Clearly identifying possible paths of advancement within the organization is also helpful. This can be done as part of the Performance appraisal process. Another good idea is to share human resource planning forecasts with employees. Career Pathing Career pathing is a technique that addresses the specifics of progressing from one job to another in the organization. It can be defined as a sequence of developmental activities involving informal and formal education. training, and job experiences that help make an individual capable of holding more advanced jobs.I3 Career paths exist on an informal basis in almost all organizations. However. career paths are much more useful when formally defined and documented. Such formalization results in specific descriptions of sequential work experiences, as well as how the different sequences relate to one another. Table 10.2 outlines the bask steps 1. Determine or reconfirm the abilities and end behaviors of the target job Because jobs tend to change over time, it is important to determine or confirm requirements and review them periodically. 2. Secure employee background data and review them for accuracy and completeness. Because people's interests and career objectives tend to shift, these also have to be confirmed. Also, it is often necessary to update an individual's records concerning skills, experience. etc. 3. Undertake a needs analysis comparison that jointly views the individual and the target. job. Determine if the individual and the targeted job tend to match. Surprisingly, many organizations neglect to query individuals when questions arise concerning their backgrounds, potential abilities, and interests.
4. Reconcile employee career desires, developmental needs, and targeted job requirements with those of organizational career management. Individuals formalize their career objectives or modify them as circumstances warrant.
5, Develop individual training work and educational needs using a time-activity orientation. Identify the individual actions (work, education, and training experiences) necessary for the individual to progress to the targeted job.
6. Blueprint career path activities. Create a time-oriented blueprint or chart to guide the individual.
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