Managers Can Assist Employees with Career Development

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Managers Can Assist Employees with Career Development
Managers can assist employees with career development through creating a strategic plan that enhance employees’ capabilities to efficiently carry out work related tasks. Managers can oversee training that leads to effectiveness and high success rates of transfer of training. As a manager with career development as a focus you want to optimize performance and reinforce the employee's ability to take on broader responsibilities which can ultimately lead to career advances that are both beneficial for the organization and the employee. Managers make the decision of who needs training and in what areas training is needed, because employee training needs must be aligned with organizational goals. “Managers must consider all employees fairly for training opportunities. Selection of employees for training must ensure that all employees are selected without regard to political preference, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights as provided by the Merit System Principles. Additionally, merit promotion procedures must be followed in selecting employees for training which is primarily to prepare trainees for advancement and which is not directly related to improving performance in their current positions.” (Ivancevich, 2010) Managers can support employee development through training that matches the employees’ goals with the organization's needs and assist employees in the career planning process. One way managers can assist employees with career development is through a career development plan. Employers are motivated to establish career development programs because such programs are seen as an effective response to various personnel problems, because top managers prefer to promote existing employees and to ensure a good fit between the work and the worker, and because employees have expressed interest in career development as a benefit (Gutteridge 1986). Above all, "most organizations adopt career development programs in response to pragmatic human resource concerns and because they believe it will help ensure a continued supply of qualified, talented personnel" (Gutteridge 1986, p. 58). This option can be a very valuable tool in helping employees realize what their long and short term goals are. It also allows them to visualize where they see themselves in the future with the organization. It creates motivation in terms of reaching desired goals. “Ultimately, the purpose of a Career Development Plan is to assist employees in achieving their goals. In doing so, an organization also increases the likelihood of retaining employees, because employees recognize that managers have helped employees achieve their career goals within the organization, rather than employees believing they need to leave to pursue these goals somewhere else. The Career Development Plan also helps employees set realistic expectations of career growth by suggesting time frames for certain milestones to happen (like promotions) and identifying areas that employees need to develop before becoming eligible for their next career milestone.” (Trueba, 2011) Career development plans are useful tools that can be used as the frame work for managers to devise training programs that employees need in order to gain new skills or promotions. Managers with strong ethics and fair judgment adhere to values similar to the Merit System Principles. The Merit System Principles can be described as the core values that should be expressed in every human resources decision. There are nine Merit System Principles, which can be found in Section 230l (b) of title 5, U.S.C. These Merit System Principles provide guidance on how managers and supervisors should manage our human resources and how human resources staff should provide oversight of core values. These nine principles are the expected outcomes of good...
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