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<i>Dear Workforce</i> How Should I Organize A New Career Development Unit

May 30, 2001
QDear Workforce:

How can I start a career development unit in our bank's new regional HR department? We have more than 2,400 employees. I need to define which functions should be part of this unit. From an organizational perspective, if this is one unit in the HR department, what should the other units be?

- HR Department, Bank, Jordan.

A Dear HR in Jordan:

A career management unit is just one piece of HR, and probably could be tied into a succession-planning strategy and career-development strategy. To create this type of department, the whole organization should be involved in developing the competencies required to be successful in this company.

Once these have been developed, the HR organization would be in a better position to develop a department. However, I would suggest that rather than a career-management department, the organization develop a training and development department that could be regionalized or centralized for the whole organization. In addition, one would need to look at the various technologies that would support this type of effort.

SOURCE: David Sholkoff, Human Capital Practice, Deloitte & Touche, March 9, 2001.

LEARN MORE: "Improve Employee Quality of Life," detailing the "Opportunity Knocks" program of First USA Bank.

The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.

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