Peraturan Kontes Yamaha
12 years ago
By: Craig Nathanson
What is career development?
Many organizations view career development in a typical way that a person will move up over time within a specific job ladder. Compensation guidelines are established to enable growth within these ladders. The better idea of career development is to assist people to match what they are good at and interested in. The career development plan has to have a plan associated with it, a clear path to upward mobility, and increased opportunities.
Typical organizational approaches to career development
Many organizations have established job ladders and training programs for career progression. The focus is growth within the company and usually within the specific job group. People who can move up the career ladder are usually limited by compensation schedules, performance reviews, and lack of opportunities. People with poor performance reviews are even more restricted. When career development programs remain limited to a select group of people, most will feel left out or maxed out when pondering career choices within the organization. Additionally, most career development programs are only focused on growth within the job group, and it can be difficult to move outside of one’s core job. It is more difficult to get educational opportunities in new interest areas that don’t relate to one’s job or area in the organization. For example, many people burnt out in their current role might benefit from a job rotation to another area of the organization. A new learning process might improve the person’s attitude towards the organization and the organization might benefit from a new perspective as well.
Many organizations view career development in a typical way that a person will move up over time within a specific job ladder. Compensation guidelines are established to enable growth within these ladders. The better idea of career development is to assist people to match what they are good at and interested in. The career development plan has to have a plan associated with it, a clear path to upward mobility, and increased opportunities.
Typical organizational approaches to career development
Many organizations have established job ladders and training programs for career progression. The focus is growth within the company and usually within the specific job group. People who can move up the career ladder are usually limited by compensation schedules, performance reviews, and lack of opportunities. People with poor performance reviews are even more restricted. When career development programs remain limited to a select group of people, most will feel left out or maxed out when pondering career choices within the organization. Additionally, most career development programs are only focused on growth within the job group, and it can be difficult to move outside of one’s core job. It is more difficult to get educational opportunities in new interest areas that don’t relate to one’s job or area in the organization. For example, many people burnt out in their current role might benefit from a job rotation to another area of the organization. A new learning process might improve the person’s attitude towards the organization and the organization might benefit from a new perspective as well.
Subscribe to:
Post Comments (Atom)
0 comments:
Post a Comment