The program also allows employees to complete their own career development

The program also allows employees to complete their

This preview shows page 27 - 29 out of 34 pages.

The program also allows employees to complete their own career development plans so they can grow within their current job or prepare for other jobs in the company. Company’s Role Companies are responsible for providing employees with the resources needed to be suc- cessful in managing their careers. These resources include specific programs as well as processes for career management: Career workshops (seminars on topics such as how the career management system works, self-assessment, goal setting, and helping managers understand and perform their roles in career management). Information on career and job opportunities (places such as a career center or newslet- ters, electronic databases, or Web sites where employees can find information about job openings and training programs). Career planning workbooks (printed guides that direct employees through a series of exercises, discussions, and guidelines related to career planning). Career counseling (advice from a professionally trained counselor who specializes in working with employees seeking assistance with career issues). Career paths (planning job sequences and identifying skills needed for advancement within and across job families, such as moving from technical jobs to management jobs). The company also needs to monitor the career management system to (1) ensure that managers and employees are using the system as intended and (2) evaluate whether the system is helping the company meet its objectives (e.g., shortening the time it takes to fill positions). For example, American Express conducted a survey of its 8,000 customer service rep- resentatives to better understand their career issues. The survey results showed that they wanted more training, the ability to develop their careers, pay based on performance, and flexible work schedules. 69 In responding to those needs, American Express developed a new career development effort involving a four-tier career path. An Internet site provides a way for call center representatives to review job opportunities and learn about promotional opportunities. Inexperienced new employees work at level one and deal with generic cus- tomer calls. Experienced employees working at level four interact with the most important clients and handle complex calls. As a result of American Express’s efforts to meet
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470 Part 4 Careers and Career Management employees’needs, the company estimates it has saved approximately $9 million in turnover costs. Employee engagement survey results have also improved. Ohio Savings Bank developed a formal career counseling program to identify and develop employee talent and to give employees the tools and training they need to direct their own careers. Career development counselors play an important role in the pro- gram. Employees can meet with a career development counselor to discuss career paths and training requirements for positions within Ohio Savings Bank. Information ses- sions are available for employees who are thinking about changing divisions within the company. During these sessions, managers from different divisions provide information about current or future job openings. The career development counselor also meets with
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