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Development &
Training
The challenges associated with the changing nature of work and the
Flextime Scheduling:
Guidelines and Procedures
A Supportive Work Environment
Initiative
Career Development
Management Development
Other Resources
Career Development
Career development is the ongoing acquisition or refinement of skills and knowledge, including job mastery
and professional development, coupled with career planning activities. Job mastery skills are those that are
necessary to successfully perform one's job. Professional development skills are the skills and knowledge
that go beyond the scope of the employee's job description, although they may indirectly improve job
performance.
Since career development is an ongoing, dynamic process, employees may need encouragement and
support in reviewing and re-assessing their goals and activities. You are in a key position to provide valuable
feedback and learning activities or resources. Formal training and classes away from the job are effective in
providing new information, but adult learners also need to practice new skills. Therefore, you can contribute
significantly to your staff member's career development by supporting career development activities within
your department.
Guiding Principles
Your support for career development is important because:
Current information about the organization and future trends helps employees create more realistic
career development goals
Opportunities for promotion and/or lateral moves contribute to the employee's career satisfaction
A greater sense of responsibility for managing one's own career contributes to self-confidence
Career planning and development clarifies the match between organizational and individual
employee goals
It's cost-effective to use your own staff talent to provide career development opportunities within
your department
Attention to career development helps you attract top staff and retain valued employees
Supporting career development and growth of employees is mandated by the Philosophy of Human
Resources Management
Refer to the Employee Development & Training catalog for the career development course
listings.
Annually, conduct an individual development plan and career discussion with employees and require
other supervisors in your department to do the same.
Hold supervisors in your department accountable for supporting employee development efforts.
Create programs and activities to provide skill development, such as job rotation, cross-training,
mentoring, internships, coaching, and career strategy groups.
Recognize that your role includes providing support and/or release time for staff members'
development beyond their current jobs. Refer to the Education and Development Leave
policy and the Flextime Scheduling: Guidelines and Procedures policy.
See staff members' applications for other positions as a healthy sign of a dynamic workplace.
Refer employees to the Staff Internship Program to explore opportunities to apply for career
development internships or self-initiate an internship in an area of special interest.
Create job vacancy listings that allow for the most diverse applicant pool while honoring transferable
skills.
ADVISOR: Provides organizational information, realities, and resources to employees. You can improve your
advising by:
Helping employees develop realistic career goals based on your department's needs and their
individual development plans
Helping employees understand the current opportunities and limitations on the campus
APPRAISER: Evaluates employees' performance in an open, candid way and relates this to potential
opportunities. You can improve your appraisal skills by:
Conducting performance appraisals that define strengths, weaknesses, and career development
needs
Using an individual development plan as a tool for continual feedback and development
REFERRAL AGENT: Helps employees meet their goals through contacts with people and resources. You can
improve your referral agent skills by:
Providing opportunities for experience, exposure, and visibility, such as committees and task forces)
Using personal resources who you know and what you know to create opportunities
Management Development
The management and leadership development process is flexible and continuous, linking an individual's
development to the goals of the job and the organization. Management development programs on campus
give you the opportunity to develop a broad base of skills and knowledge that can be applied to many jobs
on campus. D&T's management development curriculum is changing. The overarching goal is a
comprehensive curriculum for managers and supervisors to develop the necessary core competencies to
become excellent leaders. The Employee Relations Unit also provides training for managers and supervisors,
along with performance management tools. Expanding management core competencies will enable campus
managers to keep pace with the demands of a changing organization. Enroll in the Supervisory Certificate
Program courses to learn more about supervisory core competencies and roles at the D&T Course
Enrollment Catalog.
Guiding Principles
Management development activities can:
Encourage growth and career development of employees as stated in the Philosophy of Human
Resources Management
Model the behavior you are encouraging; don't neglect your own development.
Discuss and create a development plan during the performance planning cycle.
Endorse employees attending classes and activities that support development plans and goals.
Discuss what the employee learned in classes and support integrating new ideas/methods.
Provide timely behavioral feedback on performance and discuss ways to improve and develop
further.
Provide opportunities for your employees to develop through mentoring, cross-training, internships,
campus staff organizations, professional associations, committee and task force assignments, skill
assessment programs, and university degree and extension programs.
http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-11-employeedevelopment-training/