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Sponsored by Lorman Education
Product ID: 407905EAU
 
Credit & Course Provided by:

Developing Employee Career Paths

OnDemand Webinar (90 minutes)

Learn to create viable career paths for employees that promote strong internal mobility and allows individuals to explore opportunities.Creating career paths for employees can be a challenging but worthwhile initiative. With proper planning and implementation, a career development plan can be a win for the employees as well as the employers. This topic will help you achieve that victory. In today's diverse, global and technologically savvy work environment, career paths are no longer perceived as strictly vertical movements. Organizations need to create viable career paths for employees that promote strong internal mobility and allows individuals to explore opportunities from a lateral, vertical or even a diagonal perspective. It is important that companies make investments in an employee's career and future. If they don't, it could result in poor employee engagement and high turnover. A recent survey by Gallup found that 93% of people advanced their career by taking a position with another company. Advancing internal career paths is an important part of managing talent for all organizations from a development, retention and an engagement perspective. A well-crafted career path strategy can play a pivotal role in driving organizational change and building workforce capacity. This information will focus on how aligning talent management processes and providing linkages between job roles, desired competencies and key experiences that will help organizations enhance their future competitiveness. The discussion will demonstrate that implementing well-thought-out career path strategies can provide employees with opportunities and a clear direction on how to increase their skills and advance their careers within their organizations. Having a solid, multi-faceted employee career development plan that supports each step in the talent management cycle can make all the difference between a dead-end job and a long-term professional opportunity.

Authors

Larry Hammond Sr., V1H Consulting

Agenda

Determine What You Are Trying to Accomplish

• Employee Engagement

• Retaining Employees

• Attracting New Talent

• Advancing Your Organizational Goals

• Recognize Potential vs. Readiness

• Look Towards the Future

Career Paths Don't Have to Be Vertical

• Mapping out the Complete Path Is Not the Goal

• Career Growth Comes in Many Forms

• Consider All Types of Training and Development

• Be Innovative

Career Paths as Part of Your Organization's Culture

• Create a Structure

• Talk to Your Leaders

• Establish Career Coaches and Mentors

• Promote and Foster Diversity

• Invest in Training and Development

Career Path Communication Strategies

• One-On-One Conversations

• Develop Growth Networks

• Leverage Technology

• Advertise the Program

• Promote Success Stories

Define and Measure Success

• Are You Meeting Your Set Objectives?

• Garner Feedback

• Monitor and Track Employees

• Filling the Talent Gaps to Drive a Desired Organizational Change

• Modify Programs as Needed