Career development for individual employees does far more than enhance the person’s skills. If effectively implemented, the end result of such a programme is a transformation in the employee’s perception of work from “just a job” to “a job that I enjoy and excel in.” While the onus for career development traditionally falls on the employer’s shoulders, the employee must also play an active part by making the most of the opportunities provided.
A successful career development strategy first requires a foundation that focuses on various alignments — between employer and employee goals and desires, between employees and their jobs, and between employee performance and practical outcomes. Upon this base, HR professionals can build four pillars that support an effective and efficient career development programme.
Pillar 1: Self-Knowledge — Help Employees to Learn About Themselves
Without self-knowledge, people live and work with their eyes closed and their senses deadened. Those who strive to achieve self-knowledge take a number of paths — perhaps inspired by a role model, coerced by family…
