Dual Career Tracks Dual career tracks should not be confused with alternative career paths. Creating dual career paths involves preparing employees to succeed and be rewarded without necessarily being on a management or vertical organization career path. The establishment of dual or multiple career tracks has proven to be an effective way to retain and motivate valued employees.
Management can be an attractive career alternative for many employees, but it is not for everyone. This may be particularly true for many technical or creative workers.
The number of people managed often distinguishes managerial levels, but under the dual career track plan, individuals apply their expertise like managers to tasks of greater complexity and impact within their specialty field. For example, they may make recommendations in a wide range of business areas, participate in high level decisions, and act as mentors to other employees. The interest in dual or multiple career tracks is likely to grow as more organizations do away with formal management titles and establish team structures.
From the employee's view, career coaching consists of evaluating interests, values, work styles, and skills. From the organization's view, it consists of matching employee talents with organizational needs, recruiting and retaining talent in the company, identifying training and development needs, and assisting employees in specifying and locating new employment opportunities within the organization.
Cross-Training Cross-trained workers are taught skills outside their current job assignment so they can be called upon to perform a variety of tasks as the need arises. Many workers and supervisors find themselves cross-training each other, just to make the day-to-day work life manageable. As a career development intervention, however, companies put into place a formal program of cross-training. Cross-training helps organizations to balance workloads so everyone is busy, and allows the company to respond quickly to employee absences.
Employees who are cross-trained are more valuable to the company, and more marketable in the work world overall. Flexitime Flextime is one of the most popular and most widely known career development interventions. Flexitime gives employees the opportunity to balance their work and personal lives by restructuring the typical workday to accommodate individual employee schedules. Employers who offer flexitime often report decreased use of paid leave, decreased tardiness and increased productivity.
They also both promote employee-driven career development and positive program results. To capitalize on the benefits of both coaching and mentoring, implement a combined program. This gives all the benefits of both coaching and mentoring , while allowing for a more personalized employee experience.
You can increase employee satisfaction, and overall company culture, by communicating your goals from the beginning. Making your goals known to the whole organization is a best practice for successful career development programs. Employees should be given information about relevant career development activities that will help them move into these roles. Also consider offering employees the ability to study the organizational structure and open opportunities.
Let them learn about the different types of careers and roles available to them. Managers should also be informed of employee development progress, and their specific roles within the program. This will create congruency within your organization, as everyone will be on the same page. To further enable communication, make all of this information centralized in one location. Career development software is a great option to achieve this. The availability of information attainable with software will build trust between upper and lower levels of the organization.
This again leads to higher employee engagement and overall happiness. Offer Tools and Resources If you implement your career development plans without guiding your participants, you are setting yourself up for failure. Instead, offer them tools and resources to be successful. A great way to do this is through training. Mentoring and coaching training can help your participants make their relationships more beneficial early-on.
It requires successfully navigating your occupational options to choose and train for jobs that suit your personality, skills, and interests. When someone pays careful attention to their career development, they identify their own strengths and blind spots, then work hard to improve their skills. It also involved learning about different roles and industries to find a match to their abilities, seeking out opportunities to advance, and maybe even changing careers altogether if they find a more suitable one.
Career development can start when someone is quite young and just learning about different ways to make a living. It is a part of human development, and the process can span a lifetime. For example, when a child notices that some people are doctors, firefighters, or mail carriers, it signals the start of this process.
It continues on through elementary school as they begin to explore occupations and later into adulthood as people ultimately decide what career to pursue.
Career development doesn't end after you choose an occupation. You must then get the required education and training , apply for and find employment, and ultimately advance in your career. For most people, it will also include changing careers and jobs at least once and probably more often during their work lives. Many people find themselves in need of professional advice as they encounter problems or must make decisions about their careers—for instance, when they are thinking of looking for a new job or changing occupations.
You may go through this process independently, but almost everyone can benefit from getting expert career guidance. Advice from a career counselor or other similarly trained specialist, or taking a class in school that helps with career development, will help you to forge a more satisfying and successful career path.
A person's career development can be affected by multiple factors, some of which may be largely outside their control. These influences must be considered during the process of developing a career. Personal Characteristics : Personality type , interests , aptitudes , and work-related values make all of us who we are.
Fulfillment at Work. A one minute read full of best practice articles, famous leaders profiles and inspiring video. Check out these four choices to find the program that will get you your perfect results. Executive Coaching. The disadvantages: Most mentors are not skilled teachers. Thus you are left to learn by observation. You may have difficulty finding a mentor. They may want to focus on the rising stars, not the dedicated worker on a lower rung.
So you will need to be careful as you discuss problems or frustrations with your current situation. Custom Training. Professional Education Courses. We use cookies to ensure that we give you the best experience on our website. If you continue to use this site we will assume that you are happy with it. Ok No Privacy Policy.
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