Are you suffering from higher than expected turnover of key staff?Have you asked
yourself if your organisation is really geared up to embark on an-on-going career
development programme to groom, develop and retain your future leaders?
Employees need a clear message that their efforts are being noted and that a development
track is being laid for them .Whether its gen Y or X they all need a personal roadmap
and if it is not readily apparent talented people will look for the action elsewhere.
Core Measures recommend career development framework on three key phases which reflect
the strategic and human capital manpower needs, linked to an appraisal of an individual’s
Phase I – Skill Audit Assessing Oneself & Getting Feedback
Reflecting on knowledge and skill level perceptions from different viewpoints in
essence, this is a skills audit of core behavioural and functional competencies carried
out by the incumbent and his/her supervisor.
Phase II – Career Discussion Reviewing Prospects and Exploring Options
Discussing alternatives and possibilities but being mindful of limitations. This
career discussion meeting (may be combined with Phase 1) considers the state of play
in the person’s career and reviews current performance, skill audit data and discusses
options, possibilities and limitations..
Phase III – Development Planning Developing Skills & Gaining Experience
Developing knowledge and building skills and reputation
The final phase is to create a personal learning plan for the chosen competencies.