Career Development Plan
Prior to beginning work on this discussion forum, read Chapter 9 and 10 in your text.
Several organizations have prepared workbooks to guide their employees individually through systematic self-assessment of values, interests, abilities, goals and personal development plans. Employees should be encouraged to assume responsibility for their own careers. Knowing which career you want to pursue is an important first step to tackling your job search and career goals. However, simply identifying an ideal position will not propel you to achieve these goals. A career workshop can help you do just that. It can also help you learn how to make career decisions, set career goals, create career options, seek career planning information, and at the same time build confidence and self-esteem.
Ask peers and acquaintances about their career plans; also ask them how they arrived at their career goals.
Consider the responses, as well as your own career plans and information gleaned from your textbook. In your initial post:
· Discuss at least three issues that Human resources must include in a workshop on career planning.
· In your discussion, state why you feel these issues are critical in developing effective career strategies.
· Provide specific examples.
· Your original response to this discussion should be a minimum of 200 words.
Guided Response: Respond to at least two (2) fellow student postings, advancing and debating the key points of their posting.
Response 1-1
Christopher
Career development is a motivator for anyone within a career. Relevance is imperative in order to keep within the career of one’s choice. A Human Resources section on how to move their organizational team to be a more productive workforce. This is accomplished through an understanding of what information is available to their teams. In our text we read, (2018) “Organizations that take a strategic approach to HR can find that employee training can be much more efficacious as part of an integrated approach to HR.” (pg. 307) A proper understanding of what type of training is needed is the first step to developing an approach to training and an assessment of the organization’s needs must be accomplished.
These assessments take place at three levels: Organizational, Task, individual levels. Building the training plan commensurate with the positional goals of an individual and the organization’s needs can help motivate everyone throughout the process. Also, feedback is critical to employees and their progress. Within my organization, we have annually, quarterly, and Realtime feedback as standard operating practices. Everyone has its place within the process with the annual being a more formal document as a final evaluation of the individual. An individualized approach to help provides the one on one personal time of specific guidance. A career map is a vital tool in ensuring our staff has guides to help them achieve their goals. A good HR program can be the message of this map to better suit the organization’s needs as well as the individuals or group’s ideology to ensure well-rounded individuals are stepping up to take on new leadership positions within the organization. Advanced education is needed to help understand changes within an organization. A workshop can aid in ensuring employees understand the path and those who need help understanding the next step. A great workshop that I was part of helped me fine-tune a complex task within my work center. This workshop was to help us all understand the new piece of equipment and how to employ it. This helped to make our program stay ahead of the competition with our capabilities.
Response1-2
Janay
I believe it is very vital for employers to encourage career development because for one it can retain talent and two it guides employees to make successful career goals. If employees feel that their employer cares about their future success, it increases motivation. Employees tend to go above and beyond with their job responsibilities and productivity. Implementing continued education programs contributes to professional development. Offering mentoring or internship programs also gives individuals with the career growth they need in order to have future success. Author Mello expressed, “one key tool often used in succession planning is mentoring, whereby an individual executive or manager assumes responsibility for the development of an individual employee” (Mello, 2019). Also, not having enough tools available for employees to research new opportunities within their preferred career field. Outside of great pay, these three things are essential to employees who are invested in their future success and career path. Its a plus to find these attributes within your employer and not have to move from company to company trying to find career advancement. I will admit some employees feel as though it is their employer’s responsibility to advance their career or to assist with career development automatically. I think its a joint effort of both the employee and the employer; more so the employee’s responsibility.
Global Leaders
Prior to beginning work on this discussion forum, read Chapter 14 in your text and The Attributes of an Effective Global Leader (Links to an external site.) article.
Identifying and developing global leaders is a key concern for international companies. Compare and contrast the skills and context of the traditional, national manager with that of the international manager. Your original response to this discussion question should be a minimum of 200 words.
Guided Response: Respond to at least two (2) fellow student postings, advancing and debating the key points of their posting.
Response 2-1
Eileen
A traditional manager should be able to lead the team. A manager at any level is there to provide direction by having the skills to be a leader not only for the team or department but for the company. The international manager will be required to do the same as the traditional manager but have more skills. A broader range of skills are needed when managing globally (Mello, 2019). Understanding and acknowledging the cultural differences of other countries will be essential. Being diverse not only in their country but in other countries, it is a responsibility that an international manager is required to hold. A global manager will need to have credibility, be inclusive, communicate effectively, which includes virtual and win sponsorship (Hewlett, 2016).
Communication is a critical factor in all managing styles and levels. The traditional manager and international manager will need the necessary tools to communicate effectively with their employees. As for globally, these managers will need to know other countries’ cultures, traditions at both the personal and professional levels. This is vital when handling business affairs with other countries. Respect is a part of the communication. After all, the manager not only represents themselves but their company and their country.
Response 2-2
Veronica
The basic functions of a manager are ultimately the same no matter where they are located. They will always require the ability to lead people by being clear and concise, and make well informed decisions. However, the role of an international manager has its own set of challenges that require more flexibility and experience, “managing people in global settings requires HR to address a broader range of functional areas” (Mello, 2019). International managers have to be prepared to work with a multitude of cultures all completely different than their own. They need to be well versed in the customs and courtesies of the cultured of their international employees, customers, and partners. A national manager may have people of a different race, ethnicity, or culture working for them in the U.S., however, generally our day to day customs are all the same. For example, we all shake with our right hand when introducing ourselves. Additionally, they may have to adjust the way they conduct business according to international business practices, “As organizations grow and become more global, it’s crucial that they develop these skills in their local talent so that they can work effectively across cultures” (Hewlett, 2016). National or international, both will always require a flexible mindset, dedicated to people, and the company’s mission.