Developing Talent
Organizations have been affected by the recent economic downturn. Consumers have been negatively affected which ultimately affects the organizations. People are holding onto their money tighter than ever before. They are not spending as much which led to less profit for organizations. Nonprofit organizations suffer from budget cuts which affects them negatively as well. As a result of the poor economy, developing talent has become more important. “Leadership development has become increasingly important and an emerging trend to organizations in response to the increase in organization’s competitiveness” (Tonvongva, 2013, p 36). There are more organizations who are deciding to train and develop their employees. The development of internal employees eliminates or decreases the need to hire external candidates. Developing talent can save the organization money and can increase the morale as well. There are two kinds of interventions that are used to develop talent; these interventions are the career development intervention and leadership development intervention.
Career Development Intervention
Career Development Intervention is designed to “help recruit and retained skilled and knowledgeable workers” (Cummings, 2009). Career Development Intervention helps people within an organization plan their career goals. Career planning is involved in Career Development Intervention as well. Career planning is actually creating an outline or map of where the employee wants to go. It is tailored specifically to that individual. It is determined by that person’s interests, values, and capabilities. The development part of the Career Development Intervention is coming up with an action plan to obtain the career goals set in the...
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...t are Leadership Development Intervention and Career Development Intervention. Career Development Intervention builds the knowledge and skills that employees believe are the nest fit for the career path they desire. Leadership Development Intervention focuses on the skills and knowledge that the organization will need to manage and make decisions in the future. However they are both designed to help the employees gain knowledge and progress in their careers.
Works Cited
Cummings, T. G., & Worley, C. G. (2009). Organization development & change (9th ed.). Australia: South-Western/Cengage Learning.
Tonvongva, S. (2013). IMPACT OF TRANSFORMATIONAL LEADERSHIP DEVELOPMENT THROUGH ORGANIZATION DEVELOPMENT INTERVENTION ON EMPLOYEE ENGAGEMENT AND FIRM PERFORMANCE: A CASE STUDY. Social Research Reports, 25, p 34-49. Retrieved April 1, 2014, from the SocINDEX database.
The professional developmental plan is used as an instrument to explicitly upgrade proficient development in career or business, manage and survey progress in career objectives. This paper will distinguish and survey aptitudes, qualities, and ranges for development including any assets important to help Learning Team B individuals achieve their profession goals. Utilizing the DISC assessment tool, my role as the leader is to address the qualities of all individuals from Team B and make a developmental plan taking into account singular objectives and giving vital assets to every part to accomplish desired objectives.
I believe group career counseling could be a valuable forum for career development. In terms of education, exploration, and sill development, I echo the books notion that group career counseling could be beneficial for a variety of topics. I feel more specifically it could benefit individuals in terms of interview preparation, resume building, job searching, and networking. As well, I think group counseling could be beneficial for individuals with limited financial resources that are need of general career support. Obviously, individuals seeking this kind if help would need to find a more support type of group rather than an educational group.
The transformational leadership theory was deemed an appealing based on individual beliefs regarding employee-leader relationships. With a focus on communication and motivation, transformational leaders promote positive change within
Cummings, T., & Worley, C. (2009). Organizational development & change (9th ed.). Mason, OH: South-Western Cengage Learning.
Career management plays important role in career development. Career management is done with involved taking some necessary steps to reach the career plan and commonly more focusing on the ability of the organization able to do for their employee to increase their career development (Werner & DeSimone, 2009). Career plan is usually able to be performed, at least in some apart, through the training program which implemented by the organization. Career management process contained four steps which are self-assessment, reality check, goal setting and action planning (refer to Figure 1 in Appendix 1).
The development planning process “refers to a system to retain and motivate employees by identifying and helping to meet their development needs” (Noe, 2013). This process can be used in the internal hiring process. When brining internal employees into the supervisor training program this process will motivate the employees so they will continue to grow within the company. The morale of the overall company will improve when employees are chosen internally for the supervisor training program. This process has four steps to it; they are self-assessment, reality check, goal setting, and action planning. Self-assessment identifies the improvement that is needed from the employee. The company can provide testing that shows the strengths, weaknesses, interest, and values of the employee. Reality check is when the employee determines which of the needs can be developed realistically. The company can create a performanc...
Effective Professional Development Effective professional development is intensive enough to allow people to develop new knowledge and skills (Cook, 1997). When entering into a professional development workshop, there are components that would allow you to believe you’re in the workplace as well as in a training environment. Professional development instructors believe that "professional development enriches teaching and improves learning for all students. It is an essential link to higher student achievement" (Cook, 1997). Workshops help teachers gain support in the classroom to enable them to succeed.
Career development is a continuous process of handling proactively work and changes in life in order to move forward and reach the goals set for a better future. It involves learning new skills, moving up in the position within the organization or altogether moving to new organization or even starting up a new business. A career development plan is created to set goals and how to reach these goals using your talents and skills in the working world. A five year plan is ideal to start with, as five years are enough to reach bigger goals while working for and achieving smaller goals.
Provide written reflection on your own current skills and competencies against professional standards and organizational objectives given in the scenario. [1.1]
Jones, G. R. (2010). Organizational theory, design, and change. 6th Ed. Upper Saddle River, NJ: Prentice Hall
They also concern with career adjustments people make over time. The career development theories are of great value for teacher and counsellor because they need to seek constantly for insight into the reasons that stimulate students to make certain career choices. Only by doing so, they will be able to understand and help them. Researches have been conducted in an attempt to develop systematic theory of career development so that the students can get proper guidance. According to Johnson (2000), Career development theories can be grouped into two categories: Structural and Developmental.
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.
Graetz, F, Rimmer, M, Lawrence, A, Smith, A 2002, Managing organizational change, John Wiley & Sons Australia, Queensland.
Cummings, T. G. & Worley, C. G. (2001). Organizational development and change (7th ed.). Ohio, USA: South-Western College Publishing.
Cummings, T. G., & Worley, C. G. (2009). Organization development & change (9th ed.). Australia: South-Western/Cengage Learning.