Designing Career Development Systems

This practical, how-to guide provides HR professionals with a detailed framework for designing, implementing and maintaining comprehensive career development systems. Covers a wide range of approaches--workshops, counseling, mentoring--and tells how to enlist the support of management. Introduction: Organizational Benefits of Career DevelopmentSystems
Part One: Assessing Needs and Current Systems
1. Identifying Organizational Needs and Target Groups
2. Evaluating Existing Human Resource Structures
3. Adapting Career Development to the Organizational Culture
Part Two: Creating a Vision and Plan
4. Applying Theory to Practice in Career Development Planning
5. Selecting Effective Employee Interventions
6. Involving Managers in Employee Career Development
7. Building on Existing Human Resource Programs and Practices
8. Model Career Development Systems: Examples from LeadingCompanies
Part Three: Implementing Action Plans
9. Gaining the Support of Top Management
10. Using Advisory Groups to Build Broad Support andParticipation
11. Implementing a Successful Pilot Program and Developing aStaff
Part Four: Ensuring Results and Maintaining the Change
12. Institutionalizing the Career Development System
13. Keeping the Organization Informed
14. Assessing the Effectiveness of the Career DevelopmentEffot
Conclusion: Considering Future TrAnds "The authors have designed a career development framework that draws from career planning, organization development, and the human resource function.... The 'how to' approach should be of great help to organizations seeking to develop comprehensive career development programs." ZANDY B. LEIBOWITZ is a psychologist and principal in the Maryland-based consulting firm Conceptual Systems, Inc. This practical, how-to guide provides human resource professionals with a detailed framework for designing, implementing, and maintaining comprehensive career development systems. It offers advice on using wide range of approaches--including workshops, counseling, mentoring, and computer-assisted programs. The book details how to secure the support of top management and others, set up pilot programs, develop staff, and encourage middle managers to participate."The authors have designed a career development framework that draws from career planning, organization development, and the human resource function....The 'how to' approach should be of great help to organizations seeking to develop comprehensive career development programs."--Personnel Administrator