Module 3.1B: Talent Management and Career Development Flashcards
What is Career Development?
Progress through the stages of one’s career.
Progression of employment, often across multiple organizations, in search of job satisfaction.
Proactively cultivating employees for advancement and leadership opportunities and developing programs to increase job satisfaction for all employees.
What is Talent Management?/
Effective talent management considers the talent needs of the organization, identifies workforce gaps, and ensures business needs are met by attracting, advancing, and retaining employees who meet the business needs, add business value, and drive growth.
What is Succession Planning?
Talent Management strategy that forecasts and prepares for critical role attrition through development of top talent.
Preparing in advance for attrition to ensure smooth transitions.
HR drives succession planning in several ways, including designating key positions and identifying and developing employees with the potential to fill vacated roles.
Preserve key knowledge and company information by capturing it before people retire or leave an organization.
What is Career Management?
Guiding career path of employee while keeping needs and goals of organization in mind
Focuses on the needs of the organization.
What is Cross-Training?
Learning skills and responsibilities needed to perform a job other than one’s own
How to Assess?
Self-assessment is one of the most difficult and essential stages of career planning.
Requires an honest appraisal of one’s strengths and weaknesses.
How to Explore?
Includes both broadening and narrowing the scope of career options
A lateral move that aligns with personal interests may be more fulfilling than a promotion to management.
How to Plan?
Once career goals have been outlined, it’s time to figure out how to achieve them.
Long- and short-term goals with a timeline should be established.
An effective plan should also acknowledge any gaps in experience or education and outline how they will be addressed
How to Execute and Follow-Through?
Taking action requires moving from the abstract to the concrete.
Depending on the goal, this may include gaining experience or knowledge, working with a mentor, expanding job responsibilities, or job rotation.
A follow-up date to assess and evaluate progress towards each goal should be set at this time.
What are the 5 stages of career growth?
- Occupational Preparation
- Organizational Entry
- Early Career Establishment
- Mid-Career
- Late Career
What is Occupational Preparation?
This stage includes the acquisition of the experience and education necessary to begin a career path
include earning a college degree, completing a certificate course, or employment without the intention to pursue a career within the industry
HR is responsible for the creation of job descriptions, including the final approval of the required skills, education, and experience listed on every job posting.
What is Organizational Entry?
HR becomes formally involved in career development with the organizational entry stage.
Begins with job description creation, recruitment, screening applicants, hiring, orientation, training, and assimilation.
What is Early Career Establishment?
Professionals at the beginning stages of their career tend to seek opportunities that will allow them to build upon the foundation they created during occupational preparation
Employee development programs such as job rotation, mentoring, or apprenticeships are desirable at this stage
What is Mid-career?
Opportunities for advancement that require proficiency and offer the chance for more growth are sought.
Applicable employee development options include leadership training, coaching, and job enlargement and enrichment.
Organizational policies that encourage work/life balance and transparent practices to prevent discrimination based on family status or gender may strongly influence mid-career decision making.
What is Late career?
During the late career stage, constancy takes precedence over growth.
Concerns over stability and retirement tend to impact decisions.
Late career professionals have accrued significant experience and expertise
late career professionals are ideally suited to mentor or take on an apprentice
Employee development occurs when:
Information is share with employee
Sam has been working at his company for almost 15 of his 20 years as a graphic designer. What stage best describes Sam’s career development?
Mid-career
What are common growth opportunities?
- Apprenticeship
- Coaching
- Mentoring
- Cross-Training
What is an Apprenticeship?
Highly-structured growth opportunity that leads to a specific job. Individual receives on the job training from qualified professional. Should prepare for any required certifications. Most often found in trade industry
What is Coaching?
Encourages growth through guidance of a coach. Coaching may be done with group of employees who are all working on developing same skills, or one on one. Coach provides training or information and objective feedback on areas for improvement. Maybe be an on-going process and be useful for all personnel from entry-level to executives.
What is Mentoring?
Process of training employees to perform duties of other positions within organization. Include teaching new skills and educating on role responsibilities. Can increase effectiveness by providing employees with broader understanding of organizational structure. Allows for greater flexibility in staffing
What is Cross-Training?
Someone with experience willing and able to teach less experienced individual. Focuses on helping individual learn and effective in preparing high-potential employees for leadership or executive positions
What are common motivation strategies utilizing job redesign?
- Job simplification
- Job enlargement
- Job rotation
- Job enrichment
What is Job simplification?
Taking a job with many responsibilities and breaking it down in multiple jobs with fewer responsibilities
Lessens the workload on individual employees and allows for specialization.
Help a business manage sudden growth by creating jobs that can been filled by unskilled or entry-level workers.
What is Job enlargement?
Opposite of job simplification,
the addition of responsibilities or tasks to an existing job.
Reduces the potential monotony of a job by increasing variety.
Employee should not need additional skills or knowledge to complete the newly added tasks.
What is Job rotation?
Adds task variety for employees without changing the scope of an individual job.
Employees move from one job to the next on a set schedule.
An organization can cross-train their workforce and employees are able to increase their proficiency in a wider range of skills.
Employees gain understanding of organizational structure.
What is Job enrichment?
Assigns responsibilities for planning and organizing normally assigned to supervisors.
Employees are empowered to determine the best way to do their job.
In the strategy of job enlargement, the employee:
Performs additional operations of a similar type
Providing an employee with on the job experience under guidance of a skilled and certified work best defines which of the following?
Apprenticeship
What is a key aspect of succession planning?
Identifying high-potential employees and preparing them to fill leadership or other critical positions in anticipation of future vacancies.
What is the effectiveness of a succession plan?
Relies on how well-prepared an organization is for unanticipated attrition.
Ex) involuntary termination, unexpected resignation, illness, or death. A succession plan that does not consider the unanticipated vacating of key positions is incomplete and ineffective.
Must be on-going, multi-step progression, beginning with determining critical roles within organization and continuing all the way through to succession.
What are the stages of succession planning?
- Identify critical positions
- Determine position functions and anticipate vacancies
- Identify required competencies
- perform gap analysis
- Design proactive employee development
What are the 3 things gap analysis requires knowing?
- What you have
- What you want
- The difference
What you have?
When performing a workforce gap analysis for succession planning, determining what you have relates to the current talent pool, not the current leader.
it is not necessary to have identified specific employees as possible successors
What you want?
The simplest step of a succession planning gap analysis.
Organization will have a succession plan in place for every position identified in step one, with the competencies outlined in step two.
The difference?
Weigh the skills and competencies of the workforce against those possessed by an ideal candidate.
The differences between the two are the gaps that need to be addressed in the next step, proactive employee development.
What is a Succession Chart?
Aka replacement chart. A succession chart is a clear and simple way to review the organization’s current succession plan.
Includes the critical job roles, the employees in those positions, and any current or anticipated vacancies.
A technology company that went public 2 years ago has a large number of managers who were hired with equity options they will be able to exercise in 3 years. The company has been doing well, so it’s reasonable to think many of those managers will resign when they are eligible to exercise their stock options. What organizational development activity should HR be focused on related to this circumstance?
Design a succession plan and identify high-potential employees
