In the current state of the labor market, with the “war for talents” for skilled workers and junior staff, the optimal use of human resources is an important success factor. Lack of mobility of employees within the company is a frequent reason why talent is not optimally deployed. Our career management can be an important building block here by providing tools and coaching to help employees determine where they stand, for self-reflection and for development prospects, thus creating the basis for internal mobility. 

It is important to create a culture in which employees feel that their individual development goals are taken seriously, that they see the need for development, and that they are committed to achieving these goals themselves. 

Motivated employees who do not see growth opportunities with their current employer will not hesitate to change employer.

A key aspect is the recognition by employees that the career management offered is seen as an appreciation by their company, as the employer invests in their personal development. Satisfied and motivated employees make a significant contribution to the success of the company. At the same time, employer branding is strengthened, employee potential is secured for the company in the long term, and time-consuming and costly fluctuation is avoided.

 

The interests of employees and the organization

The strength of our Career Center lies in linking the personal perspective of employees with the strategy of the company. This involves a targeted search for development areas and a reconciliation of the interests of the participants and the company. In this process, participants are offered the opportunity to strengthen their ability to learn and their willingness to change via our digital platform and personal exchange with mentors. You receive feedback and develop a professional perspective together with your employer!

Our process

Based on an assessment, the participants’ self-reflection and self-development is triggered. In addition to the assessment, the differentiated feedback in written and oral form from the internal mentor and the OTP coach is an important basis. The starting point for a successful outcome is the willingness of the candidates to deal with their strengths and weaknesses and to be open to feedback. 

The participants have access to our specially developed digital platform with all the necessary information and working documents for their development work. For their project, participants look for one or more mentors within (and outside) the organization to reflect on the important issues with competent interlocutors. An OTP coach is available to strengthen the process and to answer technical questions.

Based on the analysis of their own competencies, strengths, and interests as well as the requirements and offers of the employer, the participants develop their personal development

plan, as a basis for their new professional perspective. Through the diagnosis of potentials, new paths and perspectives are shown. It is central for the motivation of the participants that they identify with the defined development steps and recognize the need for action. This results in the personal OTP Career Master Plan©, which is then aligned by the participants with their line managers and the company (usually a representative of the HR department) and approved by all those involved. This lays the foundation for implementing the next career step.

The result: fluctuation and recruitment costs are avoided / the potential is activated

In this way, companies invest in their own talent and its development. On the one hand, this internally develops the competence portfolio necessary for the future to implement the corporate strategy. On the other hand, it sends an important signal internally. Discovering strengths and developing potential is perceived by employees as enrichment and an advantage. Ambitious employees recognize that commitment and performance are rewarded and that they are supported in their career prospects.

Within the framework of our program, your employees are guided on the path to the next development step. 

On the one hand, your company gets motivated and development-oriented employees. On the other hand, it also gets a clear overview of the current state of human capital and the planned development steps for the agile development of the competence portfolio.

Rolf Sommer Grimaldi
Senior Consultant

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