Career Progression Planning . Department of Labor estimated that a total of 7. U. S. During this period, most companies froze hiring and, in many cases, wages. Bonus payments were materially below pre- recession levels. Positions vacated by retirement, re- structuring, layoffs and other personnel losses were not replaced. Rather, existing employees were asked to perform the responsibilities of the lost incumbents – “to do more with less.” Not only did this process lead to increased on- the- job stress, but formerly traditional positions were combined into hybrid combinations of duties. During the recession, there was little focus on retention or motivation. For the most part, there was nowhere for employees to go. As we begin to emerge from the recent recession, a prevailing concern with employee retention and career progression planning has reemerged. This whitepaper addresses, briefly, the subject of career progression planning. What is Career Progression Planning? Career progression planning has a number of names, e. Each has unique elements, but all have the same core focus. Has your organization seriously considered implementing a career development program? Include career lattices that identify multiple entry and exits points and potential lateral and vertical. If you are lucky enough to work within an organization that has an employee performance and / or career development process. CAREERS UNDER CONSTRUCTION Models for Developing Career Ladders Employment Development Department Labor Market Information Division Information Services Group. In simple terms, career succession planning is an important element of a company’s human resources strategy for achieving its future growth and success. The underlying mechanism of all such plans is the orderly movement of employees, either vertically to positions of greater responsibility or horizontally to positions encompassing a breadth of company functions. At its core, a well administered career progression plan, regardless of the prevailing economic climate, is an effective means to help retain and continuously to motivate key employees. Many multi- year comprehensive career progression plans serve as the primary “farm team” for the company’s top management. More than one- half of General Electric’s top executives were participants in GE’s Leadership Development Program. Alumni of this program now are top executives in many important companies throughout the world. Participation in a career progression plan is not all inclusive. It is a program for developing special talent . That is, avoiding promoting an excellent systems engineer to a managerial position for which she has few if any qualifications. Most such promotions are an easy, but not effective way to increase the employee’s compensation or to enable the employee to participate in a management bonus plan or a managerial stock program. 6 Tips to Keep Your Helicopter Career. I remember when I was a much younger helicopter pilot clawing my way. Horizontal Career Paths A Great Way to Keep The Best. K-12 Teachers Engaged in Scientific Research in Rural Settings. Our science teacher professional development program. Schindler Career Development Program; Job Types; Our people. Vertical World Dec 2015. There are other, more cost effective ways! A well regarded career progression plan also can be of significant assistance in recruiting key talent to the company. Two Fundamental Models of Career Progression Planning. While career progression plans often focus upon a vertical progression path, many career progression plans, particularly in large companies committed to long- term employee development, are horizontal in form. A vertical career progression plan defines steps from entry to highest levels of one or more job families. Typically, vertical plans are applied to engineering, technical, professional or vocational groupings of jobs. A vocational career progression model might apply to installation technicians who progress from a position entailing basic installations to one involving trouble shooting, intensive customer interaction and material technical knowledge. Career progression ladders for engineers, scientists, technical and professional positions are well known and in place in numerous companies. Horizontal career progression plans, typically, are found in large companies with more- or- less traditional, pyramidal organizations. These programs entail rotation for defined periods through various company functions, e. The intent of such plans is to retain key employees, but also to “feed” the talent pool of the organization. One of the best known horizontal career progression programs is General Electric’s Leadership Program. Ranging from just- from- college entry level positions to highly specialized postdoctoral employees, this career progression plan spans almost all of GE’s lines of business, e. IT; finance; human resources. Clearly, not all companies concerned about career progression have the resources of such large companies as General Electric. Further, smaller companies have far less static organization that must constantly adapt to changing circumstances. However, even small companies can create and operate effective career progression plans by focusing carefully upon key or scarce resources and using the collective experience of the company’s executive and management resources. In such companies, a tuition reimbursement plan might substitute for General Electric’s famous “Crotonville” corporate business school. What Is Needed? The most critical and necessary element of a career progression plan is the activeparticipation and support of the company’s top management.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. Archives
January 2017
Categories |