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> Areas of Expertise

.....  Mentoring Programs

.....  Leadership Coaching 

.....  Team Effectiveness

.....  Leadership Training

.....  Career Self- Mgmt

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Career Self Management

Organizations can help employees take advantage of change, by enabling them to manage their own career development.  

 

Changes such as

Can cause employees to feel

Technological or market change

®      Disappointed about prospects for professional growth

Merging, relocating departments

®      Plateaued in their current job

Launching and dropping projects

®      Uncertain about their career direction

Flattening the organization

®      Uneasy about the marketability of their skills

Process re-engineering

®      Eager to plan their future careers

This involves:

  • Identifying personal strengths, interests, style and values

  • Investigating ways to express these in current jobs, or in other jobs within the organization

  • Investigating opportunities, internal and external to the organization, to develop new leadership skills or stretch existing skills in new ways or new combinations 

  • Assessing the organization’s future skills needs, and using this information to plan realistic short and long-term career goals

  • Learning skills that are aligned with the future needs of their organization

  • Managing attainment of career goals

Key elements of the Career Self-Management process:

  • Teaches a step-by-step approach to career planning

  • Uses state-of-the-art assessment tools to help employees set a career direction

  • Builds on the organization’s existing mobility and job posting systems

  • Guides career investigation with maps of the organization’s job families and skill requirements

  • Develops skills at understanding and communicating about career management issues.

Benefits

  • Increased performance and job satisfaction through better matches between people and their jobs

  • Lower turnover and greater attraction of valued employees

  • More energy, creativity, productivity from a clearer sense of direction and purpose

  • Employees who are prepared for the organization's future, and for future jobs

  • Reduced costs from external hiring and downsizing

  • Greater return on investments in training and development

  • Linkage to, and reinforcement of, the  performance management process

 

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