There are multiple methods and/or steps to collect,
analyze, and identify the issues that impact your talent.
This information is critical to design an intervention specifically based on your short and long-term needs, track its success, and measure your return on investment. These methods include:
Organizational Surveys:
An on-line organizational employee survey, the CareerEdge™ helps uncover employees' perspectives around the practice of career development in your organization. More
Focus Groups (Executives, Key Line Leaders, Human Resources, Employees)
Internal Data Mining (Existing or past employee surveys, Exit interviews, Internal Focus Group Interviews, Talent Profiles/Internal Metrics)
Once the data has been collected and analyzed, results will be debriefed with the client/sponsors; opportunities
discussed and expectations defined; roles and responsibilities determined; goals set and next steps outlined. Fact
finding and next steps will then need to be communicated throughout the organization as appropriate
Create your initiative based on your findings and expectations,
and link to your business strategies
Whether it's a small, medium, or large initiative, Career Systems International will work with you to design the learning
experience(s) to support your initiative including any or all of the following components:
Create and implement a comprehensive work plan for your initiative.
Fine-tune, tailor or customize (as needed) appropriate learning experience(s), executive briefings, pre-work, workshops, on-line learning, blended offerings, bridge assignments, consulting/coaching follow-up and/or sustainer solutions from our extensive portfolio of career development solutions.
No two people are alike and no two people learn
and process new information in the same exact way
In order to accommodate that, Career Systems is flexible in our delivery approach and provides easy solutions to tough
problems.
Our solutions are designed to provide complete flexibility as to delivery. Several different approaches should be
considered based on the needs of your own learning community.
At a high level, the following tasks need to be executed:
Special training (or Executive level briefings) may be necessary for Executives, Human Resource Partners and other specific audiences.
Internal Trainers need to be certified by a Career Systems Master Trainer.
Logistics and communications need to be finalized.
Internally market and communicate.
Distribute pre-work.
Launch the learning experience (consider using sponsor or executive to drive).
Distribute, collect and evaluate workshop effectiveness (see Track).
Debrief and identify next steps.
Career Systems International's Portfolio of Career Development & Coaching Solutions
Changing culture and habits does not occure overnight
We will work with you to deliver and execute sustainer events, tools, and/or activities to reinforce and maintain the career development principles and actions based on ongoing organization and individual needs.
Utilizing off-the-shelf, new offerings, and/or customized approaches, we can work with you in a variety of ways to sustain
your development initiative:
CareerCorner™, a convenient on-line sustainer tool, will deepen the impact of CareerPower® and CareerPower® for Coaches learning experiences. It will help keep the lessons and the learning spirit alive long after the initial training has ended, when your people want practical feedback for real-world situations.
Career Action Teams: Our consulting/coaching experts can work with you to formalize Career Action Teams for your employees participating in the learning experience(s).
Development Opportunity Groups: Our consulting/coaching experts can work with you to formalize Development Opportunity Groups for your learning managers/coaches.
Consulting: A consulting partnership offers an opportunity to work with Human Resources, Senior Leaders, and/or initiative sponsors to understand the business goals and alignment with your career development initiative. This partnership will evaluate results, assess additional needs, and recommend/implement additional experiences to sustain the learnings.
Coaching: Managers who participate in Career Systems' learnings gain an overall perspective on how to coach individual's development, while employee participants learn how to take control of their careers and development needs. Both leave with a process to follow and a plan of what actions they will take.
Mentoring: Career Systems offers several mentoring solutions to meet multiple learning needs. Offered after the CareerPower®/CareerPower® for Coaches learning experience, mentoring will continue the concept of development and learning, with both mentors and mentees having clear roles.
Lunch & Learns/Mini Modules can be created and implemented based on the specific needs of an organization following the initial learning experience.
Internal Marketing and Communications continue to be critical as participants practice their new behaviors and continue taking actions towards building a development culture.
What gets measured, gets done.
There are multiple ways to track, measure, evaluate, and uncover opportunities including:
Organizational Surveys: Survey employees before the initiative and then repeat the survey after the learning experience to see how the needle has moved and where opportunities for improvement still exist. Either an internal employee survey or one of Career Systems International's organizational surveys can be used:
An on-line organizational employee survey, the CareerEdge™ helps uncover employees' perspectives around the practice of career development in your organization. More
Workshop Evaluations:
-
Level 1: Typically delivered in a classroom immediately following a workshop, this evaluation focuses primarily on the trainer and collects information that provides a form of measurement as to participants' reactions to the training design, facilitation, and materials.
-
Level 2: These evaluations measure workshop participants' readiness to practice the newly learned skills/behaviors introduced in a learning experience.
