Issue 110 - 23rd November - 11th January (2009)
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Theme Covered
• HR professionals as career coaches (is this possible)?
• Individuals taking responsibility for their own development (self branding/marketing/networking)
• Giving employees the opportunity and confidence to network socially within the organisation
• Mentors - Creating a mentorship culture and framework
• Monitoring career (and skills) progression from talent and career reviews, appraisal systems (personal development plans) and regular 1-1 communication
• Showing an interest in your staff and monitoring personal engagement.
• The impact of an engaged and motivated workforce and in turn its impact on the ‘Employer Brand’
• Encouraging Career Change
Sarah Lee, Senior Consultant of HDA, was the key speaker at this HDA thought leadership event.
Sarah is a Senior Career Consultant, Executive Coach, Ex HR Professional and International Head-hunter with extensive experience spanning 24 years, developing both individuals and teams (both in the UK and overseas) to operate to their maximum potential and, in line with business objectives. Her approach is collaborative and motivational and she believes in focusing on and identifying individual strengths and motivations (rather than weaknesses).
Her most recent ‘in house’ role was as Director of Resourcing for a multi site FTSE 100 where she was responsible for the personal career development of the ‘top team’ and in turn her business area was responsible for identifying and developing ways in which to promote individual strengths for the purposes of their development.
Sarah has in depth experience of working with organisations going through change including M&A and joint ventures and an understanding of the knock on effects of these changes on employees. Above all she recognises each employee should be treated as an individual and not with a ‘blanket’ approach.
Sarah has worked as a Senior Associate with HDA for the past 2 years on a variety of corporate projects and with individual clients across different sectors.
Here’s a sample of what the delegates of the event had to say about the Programme:
A better understanding of career management as a cycle (v.useful model)
A much better understanding of the mechanisms needed for success and ownership/accountability
According to Tricia Dicks, HDA’s CEO, "this briefing highlighted the need for HR professionals to give their people the skills and motivation to develop their own careers internally. The necessity to network and identify their own career opportunities is not appreciated by most people. Doing a good job is not much use unless others see and know you are doing a good job. Internal recruitment is cost effective and motivational to all.’'
HDA will be running a Career Management Event in the later part of 2008.
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