PIHRA Scope - Spring 2008 - (Page 15) WE COULD HELP YOUR COMPANY DI RE CT SEE THE HIRING EXPENSE AS AN INVESTMENT IN YOUR IN D USTRY. C ALL US AND FIND W W W .D IR EC TH IR EA SS OC IA TE S.C OM ORGANIZATION’S GREATEST ASSET, ITS PEOPLE. 364781_DirectHireAssoc.indd 1 Spring 2008 PIHRAScope 15 2/27/08 6:58:44 PM CAN GOOD OUT FOR YOURSELF HOW THE CULTURALLY. YOUR ONLY SEND YOU INDIVIDUALS WHO BEST MATCH THAT’S WHY WE MEET 100% OF OUR CANDIDATES AND OUR #1 GOAL IN THIS PROCESS IS TO NOT WASTE YOUR TIME. BEST BE! QUALIFICATIONS, DIFFERENT GUARANTEES WE ALSO OFFER ONE OF TECHNICALLY IN TH E AND ordinated an after-work presentation by representatives from an executive MBA program. As a result, several employees teamed together to create a class to study together to earn their advanced degrees. The employer provided a classroom. The employees implemented their career plans on their own. In another organization, HR developed visual displays of career paths and posted them in the hallways leading to the employee break room. The displays generated discussions among employees about what they needed to do individually to prepare for advancement within the organization. Career management is about the staffing needs of the organization. It may benefit individuals, but it is built around the strategic goals of having the right people, to fill the right jobs, at the right time. HR must constantly look for opportunities to help the organization develop its future workforce. One large high tech company, for example, recently launched an education savings plan for employees. The plan matches employee contributions toward tuition and other education-related expenses. Another employer reimburses an employee for tuition, books and lab fees at the time of enrollment, rather than after the class is completed. Both employers are actively encouraging employees to develop their skills and potential. Career management includes proactive succession planning. It involves affirmative action plans that bring to life real, vibrant development opportunities for employees from all parts and levels of the organization. One organization, for example, created a mid-career internship program to encourage technical employees to consider moving into supervisory and management positions. Career management involves other HR tools such as honest, job-related performance appraisal systems that help employees to build on what they do well and grow in areas that will maximize their contributions to the organization. Career management includes actively supporting managers who are willing to invest time, effort and energy in helping people grow. In short, career management is an active HR initiative. manage careers and career opportunities to help it achieve long-term strategic goals. ■ Mike Deblieux, SPHR, writes HR Concepts for the PIHRAScope to give you ideas and tools that bolster the basic HR skills you need to do your job effectively. As a consultant, Mike offers workplace skill training for HR professionals, managers, supervisors and employees (www.deblieux.com). Mike can be reached at 714-669-0309 or mike@ deblieux.com. CONCLUSION Career development is a complex process that depends on a commitment by both an individual and an organization. It is not any one program. It is a conscious effort on the part of an individual to plan and implement a personal strategy for learning, growing and contributing. Likewise, it is a proactive effort by an organization to AT THE RECRUITING PROCESS DIFFERENTLY, H IR EA SS OC IA TE S UNFILLED POSITION IS WORSE. BY TAKING A LOOK 81 8.8 BUDGETS ARE TIGHT, BUT THE COST OF A BAD HIRE OR AN 17 .77 17 YOU ARE OFTEN ASKED TO DO MORE WITH LESS. HIRING W W W .D IR EC TH I RE AS SO CI AT ES .C OM D IR EC T H IR E AS SO C IA TE S 81 8 .81 7.7 7 17 http://www.deblieux.com http://www.directhireassociates.com
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