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The profitability of investing in employee career development and supporting them in achieving goals are of paramount importance. Assisting employees in setting career development goals and journey is pointing out the sincerity and value of their contribution towards the organizational growth
Fremont, CA: Over the last few years, organizations have faced many challenges which have pushed down the importance of career development and growth of individuals in the priority list, although this is an indispensable part of the philosophy of HR management
Planning and development of a career provide HR with an opportunity to align organizational and individual goals and timely identification of sideline gaps between the two. This teamwork helps both the employer and the employee to create future plans, identify individual and collective weaknesses, increase motivation and productivity, and eventually lead to higher retention of top talents.
Let us take a look at how HR will help employees build sustainable careers in the future:
Implement Transitory Exercise HR needs to equip employees with skills and help them embrace continuous learning to build a stable and durable career. Businesses are changing rapidly, and with it, the skill requirements are changing as well. This creates both a challenge and an opportunity for HR to provide the right training in technical and soft skills. They should help employees learn new skills as a mandatory transitory exercise into the future work as the goal is to assist each employee in identifying their strengths and working on their weaknesses and making changes to the overall career direction.
Facilitate Lateral Movement HR must build a dedicated program to facilitate lateral movement, job rotation, cross-training, mentoring, and transfers within the organizations based on the right skill set and competency. For conducting regular skill and competency assessments, a focused career development discussions with employees is crucial to help them understand current opportunities within the organizations. And provide career-related feedback and advice, and relate current performance and challenges to future potential in realistic ways.
These strategies will also be applicable to access higher attrition levels and a lack of quality talent. Lateral movement and intra-organization transfers will make it easier for organizations to train willing talent as required and ensure that the employees continue to fit in culturally.
Introduce Re-Entry Programs Several organizations have 'Back-To-Work' programs and policies for women; however, this needs to apply to all employees who wish to take a break. HR will have to ensure building and maintaining communication channels once employees have left on a break, supporting them during their sabbatical, and helping them adjust to the changes once they return to work. A formal re-entry program will secure employment for talented and willing individuals after a break, and also ensure a diverse workforce.
HR leaders must begin investing in their employees and ensure that they are confident to succeed in their respective careers, helping businesses succeed in the future and ensuring that they enjoy recurring talent benefits.