Insala is a leading global solutions provider of talent development solutions providing career development software, mentoring software and career transition for organizations of all types and sizes. Through our user-friendly SaaS technology and array of consulting services, we offer customizable solutions that empower organizations to meet today’s workforce challenges and align their talent development initiatives with business goals.
Talent Development Solutions
5 Critical Success Factors of Best-Practice Career Development Initiatives
June 10, 2011What are the critical success factors of corporate career development initiatives? Phillip Roark, CEO at Insala and career development industry expert, recommends the following 5 key success factors that will maximize the effectiveness of your career development initiative.
- Process: Creating a specific and comprehensive career development process for all stakeholders should be the first step in building your initiative. Employees should be given information on all the ways that are considered “acceptable” for them to move and develop within the company – both from a policy standpoint as well as from a corporate culture standpoint. Managers should be informed of the employee career development process, as well as what their specific role is within the process. Managerial responsibilities within the initiative might consist of supporting employees through coaching conversations, advising on development plans and goals, and communicating the overall “career development vision” set by HR.
- Transparency: Offer employees the ability to study the organization, and to learn about the different type of career and role options available. Make information about each role available in a single central online location, which employees can access on their own time or during the working day.
- Resources and Tools: Provide a comprehensive set of self-service online career tools to empower employees to drive their own development. Enable employees to examine their personality, values, skills, interests and preferences independently or with a career advisor, and learn how their lives fit into career choices they make. Offer resources for employees to build their internal brand, as well as access to internal career advisors. Employees can then leverage these resources to learn more about themselves and their career preferences, and independently discuss career choices and options with advisors. Career Tool Outputs as well as describe how to move successfully to navigate a fulfilling career within the company.
- Feedback, Evaluation, and Measurement of ROI: Constructive career exploration discussions can be focused on various topics such as team dynamics, the need for development/job enrichment, or the need for accommodation and flexibility. Outcomes can be measured and tracked from these discussions to validate the effectiveness of the career development process. At the organizational level, measure initiative success directly against retention statistics, and conduct real-time tracking and reporting at regular stages after implementation.
- Varied and Targeted Strategies: Last but not least – leverage various strategies and activities under the umbrella of your overall career development package for employees. As an example, career workshops, access to training materials for various job roles and functions, and formal mentoring programs can be used as a critical strategic initiative to complement self-service career development activities and initiative results.
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