career plan

A high turnover of personnel is a worrying factor for any employer. Not only because of the expense involved in a recruitment process, interviews and employee training; but rather by replacing employees with more experience in professional skills and having to start practically from scratch.

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A study conducted by LinkedIn in 2015 revealed that the main reason why professionals leave jobs in Pakistan is not the salary, as is often thought, but rather the motivation of their employers to grow professionally. According to the study, the three most common reasons are:

– Lack of opportunities and benefits. Training, in addition to being a very smart way to compensate a collaborator, is much more valued, as they seek to invest time in training courses to improve their skills and be more competitive.

Dissatisfaction with managers and the work environment. The study ensures that good employees do not renounce companies, but their bosses. A “heavy” environment in which the employer does not trust its employees or value their efforts is the main reason to generate motivation at work.

– Few challenges fulfilling the same functions for years and that the company does not demand greater challenges or does not establish new tasks, make the employee feel bored.

The career plans and development give you the ability to solve these problems and reduce staff turnover. However, some employers prefer not to allocate resources, time and energy in the training of their work teams.

And they are wrong because the benefits are many and supporting employees in their professional development is one of the best investments a company can make.

The simple fact that they feel that their employer is concerned about investing in their training can create a sense of loyalty and commitment when it comes to meeting the objectives, both individual and collective; and apply the skills and knowledge learned in order to achieve the success of the company.

Likewise, when offering a vacancy and hiring new employees, the career and development plans can be very attractive for the most qualified professionals.

How can you offer the employees of the company a career and development plan?

First, make learning and development a priority in your company. You can start with the supervisors, figures that serve as a model for the employees, and if they are willing to invest time and energy in a learning program, others will realize the opportunities they can access.

The objective is to offer options according to the needs of both the workers and the company so that they advance in their profession and at the same time comply with their work objectives. Encouraging employees to talk periodically about career and development plans can be a good start and also makes them feel valued and empowered.

Many company leaders fear not being able to adapt to the goals of their employees, but when establishing development objectives, the needs of the organization are balanced with those of human capital.

On the other hand, evaluating the career plans to ensure that the results are positive and that the objectives are met is essential. For this it is necessary to understand what are the knowledge, skills and labor competencies that the company will require in the future, what are the long-term objectives of the organization and what are the implications of those objectives for the development of human talent.

Encourage staff to identify what their goals are and establish career and professional development plans individually. One way to do this is to create a personalized plan, where each employee can identify their skills and the areas in which they would like to be trained.

Some useful aspects to help your employees in planning their career and development plans include taking an honest and thoughtful self-assessment exam to identify what their skills, knowledge and experience are.

Likewise, it is important to show interest in the progress of each employee and in their participation in special projects. Sharing your successes with staff in meetings or common areas can increase trust in the collaborator.

The training of employees does matter

Providing growth opportunities to human talent is of vital importance. In a society as competitive as the current one, employees are always looking to expand their functions, assume new responsibilities and learn new skills. In a study carried out by the company’s organizational commitment consulting, TINY pulse states that 66% of employees do not feel that their companies have professional growth opportunities, so they prefer to look for challenges elsewhere.

Also in a research conducted by the Business School of the University of North Carolina, it was found that more than half of the workers belonging to the millennial generation ensure that employee training programs make a vacancy in a company much more attractive. . Even a high percentage of young people would consider leaving their work if they perceive that they have few opportunities to grow professionally and reach their full potential.

There are technological solutions created exclusively for the management of human talent in companies, with tools that can help you and your collaborators to fulfil a career and professional development program in a more agile and efficient way. Success Factors offers you a Software for succession plans ideal to anticipate and plan personnel changes and for the human capital of your company to reach its maximum potential.

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