Designing Career Development Systems

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.

ZANDY B. LEIBOWITZ is a psychologist and principal in the Maryland-based consulting firm Conceptual Systems, Inc.

Introduction: Organizational Benefits of Career Development Systems

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 Leading Companies

Part Three: Implementing Action Plans

9. Gaining the Support of Top Management

10. Using Advisory Groups to Build Broad Support and Participation

11. Implementing a Successful Pilot Program and Developing a Staff

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 Development Effot

Conclusion: Considering Future TrAnds

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Designing Career Development Systems

Summary

Author Biography

Table of Contents

Supplemental Materials