Restructuring Work and People  

 "If we get the right people in the right job, we have won the game.” 
                                                                                         Jack Welch, GE
Organizations evolve and so do the roles and individuals within them. An organization, which invests in assisting employees to make good career decisions, will be able to manage the evolution of its business and its workforce. Individual career coaching and internal career systems are tools for restructuring the work of individuals in changing organizations.

Organizations may chose to offer one on one career coaching or to develop internal systems which are often self directed and self managed by employees. Both of these assist employees to make good career decisions and enable the organization to :

  • re-assign valuable long-term employees whose current roles may no longer exist. 

  • gracefully release employees with the support they need to transition into another job.  

  • support performance management processes and provide a planning tool for the training and education budget.

Good career decisions require only three kinds of information:  

  • Information about the individual, their skills, attributes, plans and goals.  
  • Information about the work that needs to be done in the organization.
  • Information about the context within which the work will be done e.g. the workplace environment, the leadership style.

If you successfully match these three you will have, as Jack Welch said, won the game.

FPS Consulting is available to design an internal career development system for your organization or to offer career coaching on a one to one basis.

 


What Our Clients Have Experienced

The issue:

The level of work is evolving upwards in a financial services company due to automation and the increasing complexity of the business.  The existing workforce is long tenured and loyal but education levels are low.  Hiring is filling the immediate need but it is a short-term solution. By filling all new positions with new hires the organization is wasting the experience and knowledge of current employees. 

The solution: 

An internal career development system is created which enables employees to evaluate their skills, knowledge and attitudes and to match those to the jobs available in the organization. The system stimulates excellent development planning, plans which work for the company and the individuals.

Five years later the career development system is fully electronic and is still used as part of the HR process to re-assign displaced workers.

The individuals in this organization have been given a tool to assist them to become lifelong learners. The organization has the loyalty and commitment of challenged and growing employees and the workforce is an effective blend of new and old.