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Planning Organization Career Developing Programs. Produced by Dr. James J. Kirk Professor of HRD Western Carolina University. What You Will Learn. Definition of a Organization Career Development Program Driving forces for OCD programs Companies with model OCD programs

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Planning organization career developing programs
Planning Organization Career Developing Programs

Produced by

Dr. James J. Kirk

Professor of HRD

Western Carolina University


What you will learn
What You Will Learn

  • Definition of a Organization Career Development Program

  • Driving forces for OCD programs

  • Companies with model OCD programs

  • Key elements of OCD programs

  • Steps in developing an OCD program

  • OCD program development tips


Organization career development
Organization Career Development

Organization Career Development programs represent planned efforts on the part of organizations to link the career needs of individual employees to the workforce requirements of the organization.


Driving forces behind ocd programs
Driving Forces Behind OCD Programs

  • Desire to develop & promote from within the organization

  • Shortage of promotable talent

  • Commitment to CD


Driving forces behind ocd programs1
Driving Forces Behind OCD Programs

  • Development of strategic plan

  • To motivate employees during times of limited organization growth

  • Strong expressed interest in CD on the part of employees


Companies with model ocd programs

Amaco Production Company

BP Exploration

Oversees Telecommunications Company Ltd.

3 M

NCR

Baxter Healthcare

U.S. General Accounting Office

Beckel

Kodak

AT&T

Boeing

Corning

Companies With Model OCD Programs


Key elements of ocd programs
Key Elements Of OCD Programs

  • Training & Development

  • Job Matching

  • Individual Counseling/Career Discussions

  • Organization Potential Assessment

  • Employee Self-Assessment Tools

  • Internal labor market information exchange


Most common ocd processes
Most Common OCD Processes

  • Tuition reimbursement

  • In-house training and development programs

  • External seminars & workshops

  • Employee orientation programs

  • Job posting


Critical steps in developing ocd programs systems
Critical Steps In DevelopingOCD Programs & Systems


Leibowitz 4 step cd model
Leibowitz 4-Step CD Model

Needs: Defining the Present System

Vision: Determining New Directions & Possibilities

Action Plan: Deciding on Practical First Steps

Results: Maintaining the change


Define needs present system
Define Needs & Present System

  • Establish roles and responsibilities of employees, managers., and the organization.

  • Identify needs; establish target groups.

  • Establish cultural parameters; determine org. receptivity, support, & commitment to career development.

  • Assess HR structures; consider possible links.


Define needs present system1
Define Needs & Present System

  • Determine prior attempts at solving the problem or need.

  • Establish mission/philosophy of program.

  • Design and implement needs assessment to confirm/collect more data.

  • Establish indicators of success.


Determining new directions possibilities
Determining New Directions& Possibilities

  • Create a long-term philosophy.

  • Establish vision/objective of the program.

  • Design interventions for employees, mgrs., and the org.

  • Organize and make available career info needed to support the program.


Deciding on practical first steps
Deciding On PracticalFirst Steps

  • Assess and obtain support from top management.

  • Create a pilot program.

  • Assess resources and competencies.

  • Establish an advisory group.

  • Involve advisory group in data gathering, program design, implementation, evaluation, and monitoring.


Measuring results maintaining the change
Measuring Results & Maintaining The change

  • Create long-term formalized approaches.

  • Publicize the program.

  • Evaluate and redesign the program & its components.

  • Consider future trends and directions for the program.


Ocd planning tips
OCD Planning Tips

Tip 1.

Integrate career development planning with strategic planning.


Ocd planning tips1
OCD Planning Tips

Tip 2.

Create strong linkages between career development and other human resource systems.


Ocd planning tips2
OCD Planning Tips

Tip 3.

Make career development systems open.


Ocd planning tips3
OCD Planning Tips

Tip 4.

Enhance the career development role of managers through skill building and accountability.


Ocd planning tips4
OCD Planning Tips

Tip 5.

Develop and expand peer learning methodologies and other team-based development approaches.


Ocd planning tips5
OCD Planning Tips

Tip 6.

Stress on-the-job development and de-emphasize traditional training approaches.


Ocd planning tips6
OCD Planning tips

Tip 7.

Emphasize enrichment and lateral movement.


Ocd planning tips7
OCD Planning Tips

Tip 8.

Identify and develop transferable competencies.


Ocd planning tips8
OCD Planning Tips

Tip 9.

Include values and life-style assessments in career development activities.


Ocd planning tips9
OCD Planning Tips

Tip 10.

Implement a variety of CD approaches to accommodate different learning styles and needs of a diverse workforce.


Ocd planning tips10
OCD Planning Tips

Tip 11.

Directly tie career development to quality initiatives.


Ocd planning tips11
OCD Planning Tips

Tip 12.

Include career development outcome measures and evaluation.


What you have learned
What You Have Learned

  • Definition of a Organization Career Development Program

  • Driving forces for OCD programs

  • Companies with model OCD programs

  • Key elements of OCD programs

  • Steps in developing an OCD program

  • OCD program development tips