Does Career Planning For Employees Succeed?

Does Career Planning For Employees Succeed?
  • Opening Intro -

    Years ago I worked for a company that trotted out a series of career training and career planning workshops.

    These day-long classes were meant to build camaraderie and help advance the company's principles.

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Keep your employees motivated and working for you.

Each class involved game-playing and role-modeling in a bid to help employees understand what was expected of them.

Needless to say the workshops were widely-panned by employees who did not grasp what the company was attempting to achieve. Moreover, many employees felt that the games and tasks were childless or at least pointless. It took the company nearly two years before scrapping the program and returning to the status quo.

Human resources have developed many tools to improve employees’ activities and performances in the company, but all of them are not as effective as they should be and left out a lot of different parameters. Usually that’s when the management team steps in to take action. They have been trained to lead and understand the company’s short and long terms goals as well as taking account of their employees’ activities which allowed them to take the best decisions for the firm.

You too can learn these skills by getting a Master degree in the Art of Organizational Leadership. The programs include studies of organizational behavior and social science. It will teach you about critical thinking, managing conflicts and ethic essentials. You will also learn to work with those human resources solutions that are taking more and more important in the management decisions and how to make sure they don’t conflict with employees’ performances, like in our case.

Career planning can help employees if handled correctly, but even the best intentions of a company’s Human Resources department can offer several disadvantages that can adversely impact the business operation. Let’s take a look at some of the disadvantages of employer career planning for employees:

Personal needs are not considered

— Not every employee has the same need as other employees. A senior manager may be preparing for retirement while an entry-level worker may be wanting to find out how to climb the career ladder. Yet another employee may have personal responsibilities at home such as caring for small children or an aged parent. Your business’ career planning needs to be tailored to specific, not general needs.

Employees may leave for other pastures

— Al of the career planning you have for your employees could come to naught especially if your staff leaves your company. The time and money you spend in employee training could backfire with a confident employee ready to leave your company the moment a new opportunity arises. Consider how much and what you invest in your employees before risking their departure.

Employee experience may not be properly understood

— Most every employee in your company has either worked somewhere else or has had training such as schooling to equip them to do what they do. Probably both. You need to take into account what your employees know including work background and education. There could be some soft skills you are missing such as personality traits and some hard skills such as foreign language capabilities that you are not considering. Take a survey of your employees to uncover their soft and hard skills.

Objectives and outcomes are not clearly defined

— Just my career training and career planning classes did not have a clear objective or defined outcome, your training could be pointless as well. If you’re planning to launch a training program at your business, you must have your objectives and outcomes defined. Once defined, then that information needs to be articulated to your employees. For example, if your career planning involves preparing people for a new computer system, they need to understand how the new system is superior to the old system. If they don’t, then you cannot count on a smooth transition. State your objectives, get your team on board and then work to the intended outcomes.

In the current economic climate, businesses cannot afford a costly misstep when piecing together any type of employee training program. This is true for a variety of outfits, from restaurants to hospitality programs and public relations firms. Handled poorly or with the wrong objectives in mind and you could your key employees flee to your competitors the moment an opportunity to do so arises.

Further Reading

United States Department of Labor; Office of Disability Employment Policy; Soft Skills: The Competitive Edge

Society for Human Resource Management

Career Planning reference:

complete a career assessment

 
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Last update on 2017-05-24 / Affiliate links / Images from Amazon Product Advertising API

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