What is Career Path Mapping and Why Organizations Gain from Mapping Career Paths
What are a Career Path and a Career Map and Why Employees Need Such Plans Professionals join organizations in the knowledge that their career progress and journey through the organizational life would be guaranteed over the course of their stints in them. In other words, unless jobseekers know that they would be in such and […]
Employer Branding – Definition and Fundamentals
Before we look into what, why and how of employer branding, let’s look at the below table*, containing best companies to work for in various countries. Company Name Country Standout Policies Google (Best company to work for, for the sixth year in a row) United States of America Parental Leave Benefits (New parents, whether male […]
Employee Rewards and Recognition
Ask yourself the importance of a chocolate or a muffin to motivate your child to finish his homework or clean his room. Same way, the rewards and recognition can prove to be extremely beneficial to keep your employees motivated to perform extraordinary, achieve the targets and stick to the organization. The power of employee recognition […]
Pre-requisites of Participative Management
Participative management can best be described as a style of decision making that ensures that involvement of stakeholders at all levels. This operates at three levels, Problem analysis, strategy formulation and final implementation of the solution. There are certain prerequisites to be met before participative management can be put to work. Participative management first of […]
Factors Affecting Employee Behaviour
There are several internal as well as external factors affecting employee behaviour. Let us go through them in detail: Leadership Managers and leaders play an important role in influencing the behaviour of individuals at workplace. It is the responsibility of leaders to set a direction for team members. In majority of the cases, it has […]
Career development programs are designed to meet specific needs and requirements of a particular group of employees. They can be developed for a particular department of special target groups.
Depending upon the group for which the program is to be designed, the activities and workshops involved in it also change accordingly. Therefore, before designing and developing a career development program, it is very essential to analyze the requirements of the targeted group.
However, there can be some common programs that can be used for all groups within the organizations. There are several different groups in an organization including Fast-track Employees, entrenched employees, supervisors, executives, new employees, women, employees with disabilities and many more.
Fast-track employees are the star performers who have potential to do more that what they are supposed to. The organizations place such employees in fast fast-track groups for quick and upward moves. These are specially selected employees from various groups and departments who are given an opportunity for rapid and intensive development.
These employees require continuous technical as well as psychological training in order to expand their horizons and develop such skills that they can perform more challenging jobs of different kinds.
Fast-track employees are also able to manage quicker job changes particularly in the time of crisis. The organization can design high-ended career development programs for them to ensure their quick and intensive development.
Since organizations undergo a lot of restructuring and cutback due to recession and streamlining of their activities and operations. Because of this, many employees are asked to leave the organization and explore some other career opportunity.
In order to eliminate negative consequences, organizations can start career programs for this special group in order to help them find a new job.
Organizations can offer generous severance pay packages to them to fund their career explorations. Along with this, they can also introduce schemes such as pension funds and accrued time off. They can also provide ongoing career development training and counselling and outplacement assistance to them.
When every group requires different career development programs, obviously the needs of supervisors will also be different from other employees. They can be provided with continuous training, counselling and coaching on how to lead teams and recognize special skills in an employee.
Since they act as mentors of their subordinates, they should be provided with an integrated counselling on performance appraisal system and how to use it in order to measure the performance of their subordinates.
With increasing numbers of women entering the workplace, the organizations must develop special career programs for them. Organizations need to identify their problems and challenges that they face on regular basis and try to develop special programs while keeping all these points and considerations in mind.
Since women are good multi-taskers, the HR specialists should make special efforts to enhance their abilities and capabilities and motivate them to perform better regardless of the circumstances and difficulties in their personal lives. They have different problems and different requirements when it comes to career. This should be kept in mind while designing specialized programs for them.
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Current Employment Trends and Their Implications for Business, Society, and Individuals
February 12, 2025
