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Susan M. Heathfield

How to Make a Career Development Plan

By March 19, 2012

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Employees want development. They don't feel that they are receiving development opportunities from their current employers. Want to keep your best employees? This needs to change.

Employees are interested in professional and career development. In fact, employees cite development as one of their five significant factors that must be present for satisfaction and engagement at work. Employers are not doing enough in this arena.

According to a Society for Human Resources Management (SHRM) study, of the 18 factors that surveyed employees say must be available at work for their engagement, employees say that four aspects of employee career and professional development are in the bottom seven factors, the facets of engagement with which they are least satisfied.

I've developed guidelines for employers that will help you integrate more aspects of employee development into your normal way of doing business. Employee development doesn't mean sending your most productive people off-site for 3-5 day training classes. You can do much at home.

But, the starting point is an effective career development plan that focuses on the aspects of their career and professional development most important to employees. Here are the steps involved in making a career development plan with employees.

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