“You will never get the best out of anyone professionally unless you understand what motivates and makes them tick personally – as a human being”.
“Move out of your comfort zone, develop those necessary skills and go all out for that much needed advancement!”
“Use social events, social networks and every get-together at work to build a stronger brand YOU!”
“Earn Nicely, spend wisely and you will live happily.”
The development of the professional career is an activity organized, structured and in a continuous process, whose objective is to enrich and make the most capable trainers. With regard to training, its focus is broader, just like the time frame and the field of application. Improvement should be a key business strategy if a company intends to survive in the increasingly competitive and global environment of the 2000s.
Before starting up a program for the development of the professional career, the management must determine:
• You would have wanted to be enabled.
• How would you inspire them to improve?
• Willing to meet the needs of real-world digital literacy.
The development of the professional career is a continuous cycle that consists of three phases: an assessment phase, an orientation phase and a stage of perfection. Each is an important part of the improvement of the workforce.
1) The evaluation phase identifies the skills, the value and the interests of the worker. These assessments can be made by the same worker, the company or both. Self-evaluation is usually done through workbooks and workshops for career planning. The evaluation by the company is carried out from assessment programs, psychological tests, performance evaluations, forecasts of ascents and planning of the succession.
2) The orientation phase includes the determination of the type of career that the trainers want to follow, and also the steps that they will have to go up to actually turn their professional goals into. At this stage, workers can provide individual advice or information from a variety of sources, including the internal publication of jobs, skill inventories, professional trajectories and resource funds for the professional career.
3) The refinement phase consists in doing what it takes to create and increase the skills and possibilities of promotion of the workers. The most common improvement programs are: tutorials, individual preparation, rotation of jobs and instruction help programs.
The improvement of management is a very important priority in today’s business environment, intensely competitive. Companies use their own centers, university programs and management training programs, in order to provide workers with the skills they need to become effective directors.
Career development programs must be flexible enough to be able to serve all the workers, regardless of age. It must be borne in mind that while younger workers attach a great importance to quality of life at work and have free time to dedicate it to family life, those on average are subject to leveling, that is to say, to the unforeseen and unwanted stagnation of professional careers, resulting from the restructuring of the company and the reduction of staff. Older workers must be considered when they retire, as companies enter an era in which they may have to offer incentives to retain some of the most valuable workers.
If the companies do not offer improvement programs, the workers must take an active role and take care of their own improvement, because they will risk being stalled and outdated.