Career Management
HR development – upskilling – internal mobility – retention – motivation
The successful development and the best possible use of the human resources is one of the strategic key tasks of every organization in the intensified competition with permanent change processes and the “War for Talents”. This situation is characterized by:
- an ever shorter “half-life” of professional competence,
- more stringent requirements for employees to take responsibility for their own professional development,
- the expectation of employees to continuously develop their skills,
- the need to plan and implement personnel development on an individual basis and
- the development towards project-based work (agility)
The Advantages of career management
Our career management is an important building block here. It offers tools, guidance and coaching for competence development and career planning of your employees. The OTP program enables …
In this way, you invest in their own talents and bring their competencies to a new level through targeted upskilling. On the one hand, this develops internally the competence portfolio needed for the future to implement the corporate strategy. On the other hand, it is an important sign of appreciation for the key people in your organization. This is also the basis for your retention management and the internal mobility of employees.
Retention Management
Retention refers to the committment of employees to the company. It can be increased if managers and the HR department create an environment that promotes performance and thus employee identification with the company. According to various studies, career management in particular is one of the most important promotion tools for employees.
Upskilling
This is the process of continuously learning new skills that effectively develops employees for new job requirements and roles. Digital transformation in the workplace is one of the reasons that make this culture of continuous learning more necessary today than ever before.
Internal Mobilität
Skills shortages and changes in business models are forcing companies to rethink. The focus is on the potential of their own employees. How can the skills available in the company be matched with future job profiles? Career management is the proactive step in this direction.
Our Career Management Services
The basic concept
Our concept for career development places the interests of the organization alongside the interests of the employees. This creates a common framework for joint development, which shows the participants not only their own needs but also the needs and offerings of the employer. This reinforces mutual appreciation.
Our specific consulting for professional development
The initial situation and context for our consulting programs can be very different and are considered on a case-by-case basis. Career counseling records and analyzes:
- current trends and development in the employee’s working life and area of expertise
- the professional profile: professional position, education and experience, special knowledge, skills, talents.
- the personal profile: personal and social competence, strengths and weaknesses, wishes, values and motivation, concepts on professional and private life.
- the individual potential: personal and professional development opportunities, perspectives within the company, career alternatives.
- the professional and personal goals of the employees in connection with the needs and requirements of the company
- the development and qualification needs: support measures and personal development plan for the targeted professional and personal development of employees.
The following graph shows possible individual development steps as a result of personal career planning:
Our programs
Our career management can be adapted to the specific circumstances of your organization. In addition, our programs can be tailored to specific target groups: e.g.
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- high potentials
- executives
- selected key people
- underperformers
- service to sales
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Your employees are efficiently and professionally supported in analyzing their career to date, reflecting on their own professional perspectives, and developing and defining development steps together with their employer. In parallel, they also clarify the employer’s offers (further training, salary framework, benefits, etc.) and needs (professional/social skills, projects, development, vacancies). The results are recorded in the OTP Career Master Plan© and discussed with the employer (HR) before they are jointly approved.
The program is offered in different variants:
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- Individual program (e.g., management development).
- Small group program for specific target groups (e.g. development of management trainees).
- Program variants with the combination of group workshops and individual coaching sessions.
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Our methodology is adapted according to the respective level of requirements (junior managers, specialists, executives). If desired, important topics can be deepened through coaching after completion of the program.
