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This is an effective developmental tool. Typically the manager is the best career counselor for the employee since the manager can impact work assignments which can foster career development. Employees should be encouraged to explore career interests to help prevent "burn out" or frustration and surprise from reaching a dead end in their career, and to enhance the employee's skills and, therefore, value to the organization. However, the employee needs to understand that he or she is primarily responsible for their career development, not the manager or anyone else. The steps in career counseling include:
|Evaluating the employee's interests. Books, workbooks and
questionnaires to help evaluate interests are available through libraries,
book stores, and consultants.
||Evaluate the employees strengths and limitations.
||Explore career options and opportunities
||Create a career development plan.|
A mentor program
In a mentor program, a more experienced employee dedicates time to coach, counsel, and guide a less experienced employee, or just make themselves available to answer questions. Counseling and feedback from a mentor can be less threatening and, therefore, more frequent and constructive, than from a manager. Usually those receiving the mentoring are new to the organization or new to the field (e.g. new college graduates). The mentor/mentoree relationship can continue for a few months or a few years.
Educational Assistance is offered high tech companies. Typically reimbursable courses must be job related, career related, or required for the degree. Over half of companies reimburse the full cost. Others vary the reimbursement based on grades attained or tuition cost. Reimbursements typically include books, lab fees, and other required fees.
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