HR Tips: THE ‘555’ MODEL FOR EMPLOYEE ENGAGEMENT – CAREER DEVELOPMENT

Career Development is a major catalyst for employee engagement. For an organization to achieve consistent profitability through its engaged employees, it is important to have specific and well-defined career development plans, processes, and policies which should be carefully and strategically designed so as to ensure employees’ skills, strengths, interests, and career goals are aligned with business objectives and opportunities within the organization.

Most employees believe that a company that considers their career advancement is one that is able to achieve the above, and to do so, the management must first understand each employee’s definition of career success and how they know they are advancing. A good company is able to weave this into its career development practice in order to have a win-win approach.

Also from my interaction with employees in the SME sphere, many believe that career success is their ability to secure a job that is challenging enough to help them utilize already-acquired skills and competences, discover and unleash other innate but untapped potentials, make impact on people and the organization through the utilization of their skills/abilities, and have opportunities for career advancement and development. In addition to this, the organization should have a clearly mapped out ‘Career Progression Path’ (or ‘Growth Path’) so employees can feasibly and visibly advance, change job titles, and earn more pay.

Hereunder are two (2) ‘Career Development Processes’ that I have developed, which I believe will be of help; one for individuals, and the other for organizations:

Career Development Process for Individuals

Career Development Process for Organizations

(Click on the image to expand).

Once individuals can identify their careers paths, and organizations can help them advance on the career ladder, then the organization is on its way to boast of high rate of engaged employees. This has to be a deliberate and continuous effort and should not be left in the hands of just the HR Manager.

Tomorrow, we will consider how ‘Compensation and Benefit’ contribute to employee engagement in the organization.

Till then, enjoy a great day.

Bukky Shonibare

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