Designing Career Development Systems
1st Edition
Published on 12. November 1986
Book
Hardback
344 pages
978-1-55542-024-6 (ISBN)
Description
This practical, how-to guide provides HR professionals with a detailed framework for designing, implementing and maintaining comprehensive career development systems. Covers a wide range of approaches--workshops, counseling, mentoring--and tells how to enlist the support of management.
Reviews / Votes
"The authors have designed a career development framework that draws from career planning, organization development, and the human resource function.... The 'how to' approach should be of great help to organizations seeking to develop comprehensive career development programs."More details
Language
English
Place of publication
United States
Publishing group
John Wiley & Sons Inc
Target group
College/higher education
Professional and scholarly
Product notice
sewn/stitched
Cloth over boards
Dimensions
Height: 235 mm
Width: 157 mm
Thickness: 25 mm
Weight
712 gr
ISBN-13
978-1-55542-024-6 (9781555420246)
Copyright in bibliographic data and cover images is held by Nielsen Book Services Limited or by the publishers or by their respective licensors: all rights reserved.
Schweitzer Classification
Persons
ZANDY B. LEIBOWITZ is a psychologist and principal in the Maryland-based consulting firm Conceptual Systems, Inc.
Content
Introduction: Organizational Benefits of Career DevelopmentSystems
Part One: Assessing Needs and Current Systems
1. Identifying Organizational Needs and Target Groups
2. Evaluating Existing Human Resource Structures
3. Adapting Career Development to the Organizational Culture
Part Two: Creating a Vision and Plan
4. Applying Theory to Practice in Career Development Planning
5. Selecting Effective Employee Interventions
6. Involving Managers in Employee Career Development
7. Building on Existing Human Resource Programs and Practices
8. Model Career Development Systems: Examples from LeadingCompanies
Part Three: Implementing Action Plans
9. Gaining the Support of Top Management
10. Using Advisory Groups to Build Broad Support andParticipation
11. Implementing a Successful Pilot Program and Developing aStaff
Part Four: Ensuring Results and Maintaining the Change
12. Institutionalizing the Career Development System
13. Keeping the Organization Informed
14. Assessing the Effectiveness of the Career DevelopmentEffot
Conclusion: Considering Future TrAnds
Part One: Assessing Needs and Current Systems
1. Identifying Organizational Needs and Target Groups
2. Evaluating Existing Human Resource Structures
3. Adapting Career Development to the Organizational Culture
Part Two: Creating a Vision and Plan
4. Applying Theory to Practice in Career Development Planning
5. Selecting Effective Employee Interventions
6. Involving Managers in Employee Career Development
7. Building on Existing Human Resource Programs and Practices
8. Model Career Development Systems: Examples from LeadingCompanies
Part Three: Implementing Action Plans
9. Gaining the Support of Top Management
10. Using Advisory Groups to Build Broad Support andParticipation
11. Implementing a Successful Pilot Program and Developing aStaff
Part Four: Ensuring Results and Maintaining the Change
12. Institutionalizing the Career Development System
13. Keeping the Organization Informed
14. Assessing the Effectiveness of the Career DevelopmentEffot
Conclusion: Considering Future TrAnds