Learning Management

Purpose of Process:

To provide guidance to managers on how to effectively counsel their employees on career advancement in order to help retain valued employees, and to help them develop their skills for the mutual benefit of the employee and company.

Recommended Steps in the Process:

1. Select an appropriate time to discuss career planning with an employee:
   • When the employee requests a discussion
   • After a reorganization in the department
   • Before making decisions on promotions, transfers, or a succession plan
   • During a Performance Management review meeting (See the Performance Management process)
   • When a valued employee is perceived to be frustrated or unhappy with his/her job
     
     
2. Communicate a willingness to help the employee with career planning. Establish a meeting time and discuss the career planning process.
   
   
3. Conduct the meeting. Listen actively and ask questions. Understand the employee's concerns and issues and avoid offering advise and suggestions until later in the process.
   
   
4. Encourage the employee to identify his/her ideal job. Ask questions such as: How would you describe your ideal job? What do you enjoy most or least about your present job?
   
   
5. Encourage the employee to identify the strengths and weakness of his/her job performance. Ask questions such as: What are your strengths, experiences, and accomplishments? What skills do you think you need to improve?
   
   
6. Discuss career options and opportunities. Generate as many ideas as possible. Evaluate both the near term and the long term. Investigate modifying the employee's current job (e.g. delegate more responsibility) to prepare him/her for future advancement. Identify training and educational opportunities using company sponsored tuition reimbursement (see the Tuition Reimbursement process).
   
   
7. Create a plan, document it, and review it periodically, especially during Performance Management meetings.

Process Tips:

The career counseling process can be conducted in one meeting or over the course of several meetings. Listed below are the characteristics of a successful manager/career counselor:

• Being accessible for advice, information, decisions, or problem solving.
• Staying informed about the most important goals and projects on which the employee is working.
• Keeping the employee informed of changes and other news affecting the organization and the employee's job.
• Asking effective questions to stimulate the employee to think through a situation.
• Communicating clearly and candidly.
• Listening for full understanding when discussing problems, ideas, and goals.
• Giving timely feedback on the employee's progress toward Performance Goals (skills, strengths and weaknesses).
• Providing honest, realistic, and timely answers to the employee's career questions.
• Delegating or assigning projects to help the employee increase job satisfaction and broaden skills and knowledge.
• Fostering open communication.
• Demonstrating confidence in the employee.

How HRnetSource™ Can Help:

Use HRSource™ to record and track career goals and milestones. Career goals recorded as part of the Performance Management process can be viewed and tracked by both the employee and manager via SelfSource™.