Career Development Hr Initiative Within Energy Sector

Career development is comprised of three main objectives. The first objective is to meet human resource needs in a timely manner throughout the life of the business. The second objective is to provide information about open positions and opportunity for growth to the organization’s employees. The last objective is to use existing programs to develop and manage employee careers to match organizational plans and goals.

The intend of this paper is to reflect upon my learning experience and feeling in taking the assessment test for Professionals In Human Resources or Senior Professional in Human Resources. The primary goal of this assessment was to assess my knowledge and capabilities pertaining to HR. In addition, it explores potential questions that might be asked on a certification exam. Although I scored adequately 58 out of 70, the assessment revealed some interesting things about how courses build on one another and my career choice as a HR professional.

Career development is not just beneficial to the organisation. The impact it has on an employee is valuable as well. It allows for the employee to align career goals with personal goals.

Inside any successful organization, there will be strong training and career development programs and systems. To recognize strong training and career development programs, one should know the: definition, methods, successes, HRM involvement, and their own wants and needs. To clarify understanding of these, the following will be described in detail: training and development by definition and how they fit into most organizations; the various methods used to train and promote career development; the direct correlation to organizational growth and success from training and development; the

Organizations benefit from career development systems, as they allow for a better understanding of the current and future staffing needs for an organization. Consequently, they ensure the organization is as efficient as possible when recruiting and selecting talent. Also, by creating these plans, key talent can

This report covers outputs from the HR Profession Map for the role of the Training & Development Advisor at Next Distribution.

As a part of our study, we tried to understand the training method adopted by various organizations for different classes of employees under different verticals. In essence, unlike the other facets of HR, training and development methodologies do not differ much across verticals in an organization. However, the methodologies vary as per the type of employee who is undergoing the program.

So, ever since the industrial age, to ensure the speed of production we have unconsciously created a parent/child way of working but now we are in the age of technology where most of the employees are very well educated, or reasonably educated. Ann Andrews provides a highlight about the human nature where we don’t like changes but want to bring improvement. She provides two facts where in the first fact she says that career development isn’t around much so to keep good employees around career growth may be more about encouraging them to learn more skills. Second fact is as much as the employees learn and more skills they have, they can adapt to the changing workplace. Ann Andrews also talks about seven questions for the employer to ask their employees to motivate them few of which are where would you like to be in five years?, what skills do you need to get there?, which are of interest to you?, how can I coach or mentor you?, so on and so forth (Ann Andrews, 2014).

Every organization works for its ultimate goal of attaining profit and to enjoying a good name in the society. Organizational success depends upon how the organization manages the information and process for attaining the target. For that the organization should have its own strategies and technologies for adequate knowledge management. Due to the drastic changes which has happened in our organizational working climate, career management intervention has to be given due importance for the performance of the workers. Human resource is considered as the most important asset of an organization but it is a true fact that no human being is complete. Solving of problems happens through sharing of experiences and knowledge among the individuals. However, individual career

The HR Profession Map is available on the CIPD website and enables CIPD members to carry out a self assessment online and receive expert advice and guidance, in turn helping them to reach their professional goals. It was developed after extensive research amongst HR Professionals and enables people to benchmark themselves against the findings. The map will constantly evolve, keeping it relevant to the changing needs of the HR Profession.

Given that, top performers need to know how to get to where they want to be in the organization, and direction needs to be supplied. The simple truth is, when a company lacks the ability to show the individual a path of progression in order to move forward, it can be detrimental to the organization bottom-line, as turn-over affects the profits of an organzation. The result is employees will disengage and will seek other opportunities of employment elsewhere. As a final point, providing staff with a career path is similar to creating a psychological contract for an employee to stay employed with the company. By companies investing in the employee’s growth and development, they will grow in to a loyal employee and stay with the corporation. Creating a path for an employee increases employee retention. This creates a strong sense of purpose for the individual; they become connected to the organization, as they desire to be a part of the bigger picture (Gupta).

In these trying times, Federal Bank immediately decided to conduct one on one career development meetings after carefully reviewing the performance results of those employees who were in dire need of long-term goals/motivation. Most employees experiencing these problems were asked to reexamine their present long-term goals, identify behaviors, activities, and experiences that will help them reach the goals, and do the same for short term goals in order to be able to combine each goal desires to put it into effect (Greenhaus & Callahan, 2010, Chapter 5, Kindle: 1759). Thankfully, Michele was one of the rare few that actually decided to reach out to Federal officers and her husband for further feedback. Nevertheless, this event was necessary for the development of the Human Resource Management and Career Development system today because it helped valued-driven managers keep on moving forward in the corporate ladder that once reaches a dull point in their careers. The HR management department truly savaged the operational errors with the employees so that it would not evolved into a greater ordeal. For that reason, lets not forget that for this financial institution and any other institution if the employees do not feel taken care of, goal-oriented, motivated, and happy it is quite impossible to provide a customer driven environment. Hence, the internal

Employees, especially Millennial or Generation Y workers, want to stay in a company that provides a range of professional opportunities and career paths where they can grow their careers ("Internal Mobility Benefits Employees and the Business | RPO Intelligence Blog," n.d.), lack of career advancement opportunities is one of the main reasons that desirable, high-potential employees leave a business. According to a recent LinkedIn “exit survey” of 7,350 members across five countries, the top reason workers

Career Planning and Development The concept of career planning emerged in the USA in the 1970s, and became popular. It encouraged employees to assess or analyze their motivations and offer them with the information about a company’s career opportunities. It focuses on generating an awareness of strengths and weaknesses among employees and at helping them to match their skills and abilities to the Heads and the demand of the organization. Without development of people in the organization, the organization cannot prosper. The General Electric Company (GEC) in the USA has brought out the ‘Career Dimensions’ work books.

Every Employee has a desire to grow and scale new heights in his workplace continuously. If there are enough opportunities, they can pursue their career goals and exploit their potential fully. They feel highly motivated when the organization shows them the clear path as how they can meet their personal ambitions while trying to realize corporate goals. Unfortunately, as pointed out by John Leach, organizations do not pay adequate attention to this aspect in actual practice for a variety of reasons. The demands of employees