Employees appreciate the opportunity to engage in self-discovery activities. Using free resources sponsored by the U.S. Department of Labor, you can explore career paths, analyze your skills, access resources to help you learn to skills and knowledge and prepare a comprehensive plan for career development.
- Create a website using free tools website development tools to host a functional career assessment program. You can also create instructional resources using social media technology, such as wikis, blogs and forums. Monitor usage to validate your program meets the needs of your organization. Use feedback to make modifications and tailor your activities to more effectively help personnel develop their personal and professional skills in the workplace.
- Use free survey tools to assess employee skills, knowledge and competency. Assessing skills typically requires a commitment from peers, superiors and subordinates to complete 360-degree feedback .
- List the free career planning tools available to your employees. The U.S. Department of Labor’s Occupational Outlook Handbook provides access to professional organizations associated with hundreds of job types. These organizations typically publish free white papers, case studies, podcasts and other material for people in their industry.
- Identify individuals who can act as coaches, mentors and sponsors for employees in your organization. Mentors can meet with less experienced personnel in face-to-face sessions or by phone calls. They can also exchange email to convey expertise and advice.
- Provide tips and techniques for locate jobs, conducting research and gathering information before attending an interview .
- Set up job shadowing opportunities. Match experienced personnel with employees interested in performing a new job. Participants get to explore a potential career by observing someone complete actual job tasks. This provides authentic, normal workday exposure to real work.. This makes it easier to decide on a career path. To ensure success, create a checklist for both hosts and observers. This sets appropriate expectations. For example, observers should follow all operational, safety and security rules. Hosts should make the observer feel welcome, describe job tasks, answer questions and discuss challenges.
Managing a functional career assessment program involves regularly updating the documents that define the skills and knowledge required for the jobs performed by your employees. Get executive sponsorship of your program to ensure that it aligns to your company’s strategic goals and you can also ensure leadership succession planning too.