© Dr. Marius Ebert, Germany's speed-learning expert, by Kissel 7, 53639 Königswinter, Tel 0049/2223/90 59 75, fax 0049/2223/90 59 76, Email: info@spasslerndenk.de , Website: http://www.spasslerndenk.de Skype: Julia Boss, Blog: http://mariusebertsblog.com , Xing: https : / / www.xing.com / profile / Marius_Ebert , Twitter: http://twitter.com/mariusebert Shop: htttp: / / www.spasslerndenk-shop.de
workforce development specialist in human resources clerk IHK, quick-learning system
career development (career planning), term
(also known as career planning) In a career plan called for the co-worker bodies it would undergo in the coming years. It should be assumed by the potential of the employee, and through him the career-planning lead to higher positions systematically and gradually. Linked with the career planning is often a succession plan, they are trying to develop the potential of the employee to be linked to the places that are a result of retirement or transfer to occupy new anyway.
career development (career planning), benefits
A career planning is scheduled staff development systematically, rather than have them depend on chance. The employee receives a specific perspective that motivates him, and can reduce the fluctuation. If a sy-Stemat career planning and is continuing, the company kuliert less specific, because the transport plans are known. Through a targeted Laufbahnpla-tion is reduced not only the unrest in the company, it also shorten the learning curve, because the employee has been prepared, for example, through targeted job rotation on the new tasks.
Eligible employees, properties
Which employee is eligible? This can be very specific properties of egg and practices to determine how, for example, the independent further education, particularly in relation to key skills, the committed and successful collaboration in projects, the special acceptance and recognition of a specific employee by his colleagues, the flexibility and mobility readiness to take on the willingness of other responsibilities, the role model function of an employee, etc.
personnel support from their own ranks, arguments for
The advantages of in-house staff development ("closed shop" principle) lie in the fact that managers be obtained quickly and cheaply can be omitted because the recruitment costs. Because these employees have been known, including the selection risk is low, the potential can be judged safe. The employees know the company already and can easily take up her new role as foreign. The internal promotion motivates employees. The fluctuation decreases when the employee about his chances of promotion "in house" white.
personnel support from their own ranks, arguments against
The disadvantages of in-house support staff lie in the fact that the choice is less. There is a risk that the operation is funded blindness, as new pulses are missing from the outside. Often department heads in-house support staff use to fortzuloben bad employees and keep the good forces. The employees could have carried afraid to put his foot on his new job and work so bad and even more inhibited. Sometimes, a new leadership coming from the outside by virtue of accepting rather than the former colleague.
potential employees, term
As part of workforce development, the concept "people potential" a large-SSE Role: Potential employees are all the skills, knowledge and talents that are either already exist or are not developable. The object of the Per-personnel funding is to discover and develop these potentials. There are different possibilities:
potential employees, opportunities for promotion
In the previous chapters have already been a variety of ways-called, to continue the employee potential to develop as the various ways in the context of off-the-job training or training-near-the-job. The following are examples of some possibilities again are:
job rotation : expanding the horizons of trained, particularly in relation to cross-functional and networked thinking. In addition, mobility and flexibility are promoted bility.
trainee programs : help the training for its key services to he-know. He must be on Departments to prove and learn here likewise cross-departmental thinking.
quality circles: promote responsibility, teamwork, and problem-solution thinking.
Project team: also promotes the sense of responsibility, problem-solving skills and teamwork.
You can also to promote the staff to be trained also special tasks to or put it as assistant in a smaller subsidiary . The latter school, above all the leadership responsibilities.
Inspirations Quote
"If feeling unwell, it
's time to make a decision. "
; ; Brian Tracy
Regards, learning is easy!
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