Career Development Program at Denver Water
This is a time of massive change within Denver Water. Fifty percent of the work force will retire within 10 years. Many of them will begin retiring within 5 years. The executive board looked at the structure of the organization and realized they would be unable to attract the best candidates for jobs without modernizing the company.
Hamori, Cao, and Koyuncu (2012) found that talented employees leave their employment after 28 months on average if they don’t feel they are receiving the mentoring and training they expect. Employers, on the other hand, are reluctant to invest time and money into the development of employees they expect will leave. It takes a leap of faith to begin an admittedly costly program in the hope it will attract and retain the best employees.
The Current Problem
I specifically wanted to work at Denver Water. It had a reputation for being a good place to work. I went into water treatment planning to spend several years gaining technical knowledge with the goal of moving into management as soon as possible. With 1100 employees, I assumed it would be an easy goal to achieve at Denver Water.
I quickly found out that management had been compressed and there were very few opportunities. Most employees in the water treatment section have the same job title. The job description includes everything you are likely to do as well as the phrase “and other duties as assigned.” There isn’t anywhere to go. The situation is the same in almost all departments.
The executive board started The Employer of the Future initiative. There are several ongoing projects designed to make Denver Water more attractive to younger, desirable job candidates. I have been working w...
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last two decades making the employees of this industry a vital component of the work
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Search committees often replace the traditional hiring of upper management and leadership. The committee must define present conditions and develop a consensus of criteria used ...
This experience became the foundation for how I recruited and hired college students and other employees from all levels of the organization.
Each individual’s career path is distinctive and depends upon the individual’s outlook, behavior, work experiences, and activities. The incentives associated with career development are universal and include increasing one’s earning potential and acquiring additional skills and abilities that are attractive to any organization. Training and development are important factors in helping individuals develop talent, motivation, and leadership skills that will contribute to a successful personal and professional career.
The process of developing any individual’s career is called career development plan. Career Development plan is often refers to manage individual’s careen in an intra-organizational or inter-organization scenario. Enhancing skills, moving from lower to higher job responsibilities, making a change in career are the are the steps of career development plan.
The national career development association (2003) defines career development as the absolute combination of psychological, Sociological, educational and economic factors which influence the significant of work in the total life span of any individual. It is a route through which individuals choose a career path or professional occupation, continue to develop it through their lives and have several major career change as personal needs and interests change.
A very important part of operating a successful organization is ensuring that the employees are effectively trained. Employees that aren’t properly trained, especially in a service organization, can have a negative effect on the customers’ experience. It pays off for employers to spend the time and money on training their employees. In the article titled Importance of Employee Training: 6 Reasons Why It Saves You Money, the author, Brian Benton, says “Employees who feel inadequate, underachieving, or unsupported are unhappy. They aren’t satisfied in their work, which will cause them to underperform, make mistakes, and not care about their work product. That costs the business in lost time and money.” (Benton, 2014). This paper will illustrate