it’s a win-win for you and your staff. do any of your current employees have the skills – or capability and desire to learn the skills – needed to move into these roles? as you assess your staff, it’s important to remember that there’s a difference between potential and readiness. it gives less experienced employees the chance to learn and grow, and builds your bench so you can promote from within. before the training or new assignment starts, make sure your employees understand why they’re being asked to learn this new skill, what you expect them to learn and how this benefits the company and their careers.
and when your employees are happy, they’re less likely to go looking for work elsewhere. this will help the employees to know what they need to put in place to start developing their individual plans for execution. i am wanting to quote your article in a paper that i am writing for the class and need information. what knowledge, skills and abilities do you need to acquire or improve this fiscal year to achieve your role aspiration and grow your career? perhaps it’s time to invest in additional training for your employees. sure – that post was published in november of 2012. if you’re looking for something a bit more recent, this post was published in march of this year: /blog/how-to-create-smart-career-development-plans-employees/
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