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Developing Career Pathway Strategies that Help Your Organization Retain Talent

Topic:
Developing Career Pathway Strategies that Help Your Organization Retain Talent
Date:
August 16, 2012 at 11:00 - 12:00 PM ET
Presenters:
Devona E. G. Williams, Ph.D., President/CEO(Goeins-Williams Associates, Inc.)
webcastImgVirtual
Description
This session explores how flattened organizations and changing expectations for work satisfaction of employees have combined to make traditional career paths less relevant. Today’s employees are not bound by organizational loyalty and value careers that allow them to balance work and family obligations. Vertical advancement and success defined strictly by financial reward is not the end desire for all employees.

Changing demographics in the workforce and employee attitudes have contributed to the need for modern career paths that are flexible and allow employees to perform well and have high levels of job satisfaction. Organizations that recognize how employees define their success on the job and develop alternative career paths will retain their top performers. Organizational culture and values influence the career path decisions employees make.

Human resource managers and line managers have an obligation to understand and support career development needs of their employees so they are challenged, motivated and have an opportunity to contribute to the fullest extent throughout the career transitions they may take.

Topics that will be discussed are: Why old career paths are gone; Changing view of career success; Organizational structures and career path alternatives; Coaching strategies that aid employee development; Employee growth strategies; Alternative career path options and considerations; Retention issues and strategies; Role of HR in career path guidance; and Best practices.
Conference attendees will: Increase their understanding about the drivers for more flexible career path options; understand the framework that leads to successful employee retention, and; gain insight on how to guide leaders and managers in their organizations with respect to this process.
Who Should Participate
HR Professionals and managers
What You Will Learn
1. Increase understanding about the drivers for more flexible career path options 2. Understand the framework that leads to successful employee retention 3. Gain insight on how to guide leaders and managers in your organization with respect to this process
Recommended Resources
Hall, D. T., & Associates. (1996). The career is dead—Long live the career: A relational approach to careers. San Francisco: Jossey Bass. Handy, C. (1989). The age of unreason. Boston: Harvard Business School Press. Salzman, A. (1992). Downshifting: Reinventing success on a slower track. New York: HarperCollins. Marilu Goodyear, Kathleen Ames-Oliver, and Keith Russell, “Organizational Strategies for Fostering a Culture of Learning,” September, 2006, University of Kansas http://www.educause.edu/Resources/CultivatingCareersProfessional/Chapter3OrganizationalStrategi/10629 Mass Career Customization, Cathleen Benko and Anne Weisberg, 2007, Harvard Business School Press
Communities
Leadership
Organizational Development
Performance Management
Motivation
Career and Succession Planning
Leadership Retention
Presented by
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Devona E. G. Williams, Ph.D.
Goeins-Williams Associates, Inc.

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Event Sponsors
Goeins-Williams Associates, Inc.
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File List
Feedback
Name Comment Rating
Image of Leah Gallagher Leah Gallagher
Coldwater Creek, Inc.
3 / 5
Good Presentation
Image of Christine Glasco Christine Glasco
CG Consulting Group LLC
5 / 5
Excellent Presentation
Image of Karen Holder, PHR Karen Holder, PHR
Samsill Corporation
4 / 5
Very Good Presentation
Image of Willow Sherwood Willow Sherwood
University Of Maine
4 / 5
Very Good Presentation
Image of Janet Wright Janet Wright
Cambia Health Solutions
3 / 5
Good Presentation
Image of Sue Rohn, PHR Sue Rohn, PHR
New Hope Solebury School District
3 / 5
Good Presentation
Image of Nancy Siu Har Li Nancy Siu Har Li
Bank Of Communications
5 / 5
Excellent Presentation
Image of Samantha Kammer Samantha Kammer
Vorwerk & Co. KG
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Jocelyne  Sery Jocelyne Sery
United Nations
3 / 5
Good Presentation
Image of Susan Eskedahl Susan Eskedahl
Dragonfly Management Associates
3 / 5
Good Presentation
4 / 5
Very Good Presentation
Image of Camille Connor Camille Connor
Crowe Horwath LLP
3 / 5
Good Presentation
Image of Catheryn Kendall Catheryn Kendall
St. Joseph Media
3 / 5
Good Presentation
Image of Elsa Demetrioff Elsa Demetrioff
Hoya Vision Care
3 / 5
Good Presentation
Image of Cindy Lyon Cindy Lyon
Canad Green Building Council
2 / 5
Poor Presentation
Image of Sim Brar Sim Brar
Loblaw Companies Limited
4 / 5
Very Good Presentation
Image of Reba Schafer Reba Schafer
Telesis, Inc
3 / 5
Good Presentation
Image of Jenny Schmidt Jenny Schmidt
PlanSource
3 / 5
Good Presentation
3 / 5
Good Presentation
Image of Tasneem Fazel Tasneem Fazel
National Energy Board
5 / 5
Excellent Presentation
Image of Nicole Berberich Nicole Berberich
Cincinnati Animal Referral & Emergency (CARE) Center
4 / 5
Very Good Presentation
Image of Karen Kehr Karen Kehr
Hawthorne Services, LLC
3 / 5
Good Presentation
Image of Bryce Swanson Bryce Swanson
SwipeClock
4 / 5
Very Good Presentation
Image of Roger Rosas Roger Rosas
Human Resource Professional
3 / 5
Good Presentation
2 / 5
Poor Presentation
3 / 5
Good Presentation
Image of Michael Pitisci Michael Pitisci
Karl Storz Endovision
4 / 5
Very Good Presentation
Image of Cathy Lawpaugh Cathy Lawpaugh
Unemployed
5 / 5
Excellent Presentation
Image of Mayerlin Arias, PHR/CIR/CDR Mayerlin Arias, PHR/CIR/CDR
Coca-Cola Enterprises Inc. (Corporate Headquarters)
5 / 5
Excellent Presentation
5 / 5
Excellent Presentation
great talk thanks 4 / 5
Very Good Presentation
Image of Dena Stevenson Dena Stevenson
American National Bank
I could have read the slides myself. There was very little value added by attending. Was expecting specific examples and techniques not an overview of what career pathing is! 2 / 5
Poor Presentation
Image of Matt Nelson Matt Nelson
Kiewit Energy Canada Corp
I thought the topic was well covered and the speaker was very knowledgeable in the topic. Thank You! 5 / 5
Excellent Presentation
Image of Doreen Johnson, PHR Doreen Johnson, PHR
Quanex IG Systems
Options on presenting this information to Senior Managment. 3 / 5
Good Presentation
Image of Lori Thomas Lori Thomas
Columbus State Community College
Please make sure presenter is familiar with the technology prior to the presentation... that was distracting. 3 / 5
Good Presentation
Image of Beth Heffernan Beth Heffernan
Ultimate Software
presentation skills seemed to be lacking 3 / 5
Good Presentation
Image of Karen D'Entremont Karen D'Entremo nt
Veolia Energy
Presenter didn't have the technical skills to maneuver through her own presentation - made it difficult to stay intereested. 3 / 5
Good Presentation
Image of Jane Mears Jane Mears
Anderson County Library
Should learn how to use the presentation skills before the webisnar 2 / 5
Poor Presentation
"Speaker did not communicate well and had several challenges operating the slides. She may have the knowledge 2 / 5
Poor Presentation
Image of Jason Lising Jason Lising
Navy Personnel Command
Thank you for your presentation and sharing. 5 / 5
Excellent Presentation
The speaker should have spent some time learning how to use the webinar software. It was distracting and time consuming that she didn't know how to use the tools. 3 / 5
Good Presentation
Image of Jennifer Bohler Jennifer Bohler
Group O Companies
The speaker was difficult to listen to as she hesitated a lot. That combined with the technical difficulties made it hard to stay focused on the topic. 3 / 5
Good Presentation

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