training programs and promotion opportunities. In ying to further understand the training needs of the organization, the HR director digs deeper into the data and finds that mployees are asking for more career development, with training as one example of career development. The organization mploys a relatively young workforce that values mentoring and advancement. The HR director also conducts an external scan better understand components of competitors’ career development programs and finds that competitors have more tructured career development programs that include internal and external training opportunities and job rotation and entoring programs. The HR director knows that the organization does offer a mentoring program, an executive coaching rogram, and an extensive budget for internal and external training; however, these programs are not widely used by mployees.designing a more structured career development program at the organization, what is the first step the HR director should ke?
Answers
Administer an employee self-assessment tool so employees can assess their current and future skills and abilities as well as a manager assessment tool to compare data.
Launch a career development orientation meeting to generate interest and support for the upcoming program enhancements.
Contact various vendors to begin exploring the deployment of a new training management system to capture training data at the organization.
Map a natural progression of jobs at the organization that require increasingly more knowledge, skills, and abilities to document career paths.
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