Developing and Retaining Employees
Finally, create a 5-6-page framework for a comprehensive organizational employee career development plan in which you:
• Provide the rationale for establishing a career development plan that cites credible sources and includes the benefits of a plan for both employees and the organization.
• Describe HR’s role in career development and two or more modern challenges to traditional career planning, citing credible sources.
• Provide an example of each of the four career profiles identified in the XanEdu resource Developing Employee Career Paths and Ladders, (see attached) and a course of action for how an HRM professional might use a career development plan to motivate employees from each profile.
• Create a career development plan questionnaire with 7-8 questions that address individual employee career ambitions and that will enable the initial steps toward a comprehensive organizational-level plan.
• Describe the major components of a comprehensive organizational-level plan, citing credible sources, that include the concept of career mapping.
• Use sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment.
Sample solution
Dante Alighieri played a critical role in the literature world through his poem Divine Comedy that was written in the 14th century. The poem contains Inferno, Purgatorio, and Paradiso. The Inferno is a description of the nine circles of torment that are found on the earth. It depicts the realms of the people that have gone against the spiritual values and who, instead, have chosen bestial appetite, violence, or fraud and malice. The nine circles of hell are limbo, lust, gluttony, greed and wrath. Others are heresy, violence, fraud, and treachery. The purpose of this paper is to examine the Dante’s Inferno in the perspective of its portrayal of God’s image and the justification of hell.
In this epic poem, God is portrayed as a super being guilty of multiple weaknesses including being egotistic, unjust, and hypocritical. Dante, in this poem, depicts God as being more human than divine by challenging God’s omnipotence. Additionally, the manner in which Dante describes Hell is in full contradiction to the morals of God as written in the Bible. When god arranges Hell to flatter Himself, He commits egotism, a sin that is common among human beings (Cheney, 2016). The weakness is depicted in Limbo and on the Gate of Hell where, for instance, God sends those who do not worship Him to Hell. This implies that failure to worship Him is a sin.
God is also depicted as lacking justice in His actions thus removing the godly image. The injustice is portrayed by the manner in which the sodomites and opportunists are treated. The opportunists are subjected to banner chasing in their lives after death followed by being stung by insects and maggots. They are known to having done neither good nor bad during their lifetimes and, therefore, justice could have demanded that they be granted a neutral punishment having lived a neutral life. The sodomites are also punished unfairly by God when Brunetto Lattini is condemned to hell despite being a good leader (Babor, T. F., McGovern, T., & Robaina, K. (2017). While he commited sodomy, God chooses to ignore all the other good deeds that Brunetto did.
Finally, God is also portrayed as being hypocritical in His actions, a sin that further diminishes His godliness and makes Him more human. A case in point is when God condemns the sin of egotism and goes ahead to commit it repeatedly. Proverbs 29:23 states that “arrogance will bring your downfall, but if you are humble, you will be respected.” When Slattery condemns Dante’s human state as being weak, doubtful, and limited, he is proving God’s hypocrisy because He is also human (Verdicchio, 2015). The actions of God in Hell as portrayed by Dante are inconsistent with the Biblical literature. Both Dante and God are prone to making mistakes, something common among human beings thus making God more human.
To wrap it up, Dante portrays God is more human since He commits the same sins that humans commit: egotism, hypocrisy, and injustice. Hell is justified as being a destination for victims of the mistakes committed by God. The Hell is presented as being a totally different place as compared to what is written about it in the Bible. As a result, reading through the text gives an image of God who is prone to the very mistakes common to humans thus ripping Him off His lofty status of divine and, instead, making Him a mere human. Whether or not Dante did it intentionally is subject to debate but one thing is clear in the poem: the misconstrued notion of God is revealed to future generations.
References
Babor, T. F., McGovern, T., & Robaina, K. (2017). Dante’s inferno: Seven deadly sins in scientific publishing and how to avoid them. Addiction Science: A Guide for the Perplexed, 267.
Cheney, L. D. G. (2016). Illustrations for Dante’s Inferno: A Comparative Study of Sandro Botticelli, Giovanni Stradano, and Federico Zuccaro. Cultural and Religious Studies, 4(8), 487.
Verdicchio, M. (2015). Irony and Desire in Dante’s” Inferno” 27. Italica, 285-297.
Sample Answer
Sample Answer
Developing and Retaining Employees: A Comprehensive Organizational Employee Career Development Plan
Introduction
A comprehensive organizational employee career development plan is essential for both employees and the organization. It provides a structured framework that supports employees in their professional growth while aligning their ambitions with organizational objectives. This paper presents a framework for such a plan, addressing the rationale for its establishment, HR’s role in career development, modern challenges to traditional career planning, career profiles, a career development plan questionnaire, and the major components of a comprehensive organizational-level plan.
Rationale for Establishing a Career Development Plan
Establishing a career development plan is crucial for organizations as it brings several benefits. For employees, it provides clarity and direction in their career paths, enhances job satisfaction and engagement, and fosters continuous learning and growth. According to research by Hall et al. (2018), employees who have access to career development opportunities are more likely to exhibit higher levels of job performance and loyalty.
For organizations, a career development plan contributes to employee retention, talent attraction, and succession planning. It improves employee morale and motivation, leading to increased productivity and reduced turnover costs. Additionally, it promotes a culture of learning and development, which is essential for organizations to thrive in a rapidly changing business environment.
HR’s Role in Career Development and Modern Challenges
HR plays a pivotal role in facilitating career development within organizations. Their responsibilities include:
Identifying Development Opportunities: HR professionals are responsible for identifying and designing various development opportunities such as training programs, mentoring initiatives, job rotations, and stretch assignments. They need to ensure that these opportunities align with employees’ career aspirations and organizational goals.
Providing Guidance and Support: HR professionals act as career advisors, guiding employees throughout their career journeys. They provide information on available resources, career paths, and skills required for advancement. They also offer support in creating personalized development plans tailored to individual needs.
Modern challenges to traditional career planning include:
Changing Workforce Dynamics: With the rise of the gig economy and remote work, traditional linear career paths have become less prevalent. HR professionals need to adapt career development strategies to accommodate the changing needs and preferences of employees.
Multigenerational Workforce: Organizations now comprise employees from different generations, each with distinct expectations and motivations. HR professionals must develop inclusive career development plans that cater to the diverse needs of employees across generations.
Career Profiles and Motivating Employees
Based on the XanEdu resource “Developing Employee Career Paths and Ladders,” four career profiles can be identified:
Vertical Career Path: This profile involves employees who seek upward mobility within their current field or organization. HR professionals can motivate these individuals by providing opportunities for promotions, leadership training programs, and mentoring by senior executives.
Lateral Career Path: Employees with this profile are interested in developing skills and experiences across different functions or departments within the organization. HR professionals can support them by facilitating job rotations, cross-functional projects, or internal transfer programs.
Expert Career Path: Individuals with this profile aim to become subject matter experts in their field. HR professionals can motivate them by offering specialized training, certifications, access to industry conferences, or opportunities to lead research projects within the organization.
Portfolio Career Path: This profile encompasses employees who prefer a diverse range of experiences across different organizations or sectors. HR professionals can motivate them by providing access to external networking events, industry collaborations, or sabbatical programs that allow them to pursue independent projects.
Career Development Plan Questionnaire
Please refer to the attached document for a career development plan questionnaire that addresses individual employee career ambitions. The questionnaire includes 7-8 questions designed to understand employees’ long-term goals, areas for improvement, preferred learning styles, and desired career path.
Major Components of a Comprehensive Organizational-Level Plan
A comprehensive organizational-level career development plan includes the following major components:
Career Mapping: This involves identifying various career paths within the organization and mapping out the skills, competencies, and experiences required for each path. It helps employees understand the steps they need to take to progress in their careers.
Individual Development Plans: These plans are created in collaboration with employees based on their aspirations and organizational needs. They outline specific goals, development activities, timelines, and evaluation measures.
Training and Development Programs: Organizations should invest in a range of training programs such as leadership development, technical skills training, coaching initiatives, or mentorship programs to support employee growth.
Performance Management Integration: Linking career development with performance management processes ensures that employees’ development efforts are recognized and rewarded. Regular feedback sessions and performance evaluations should include discussions about career goals and progress.
Succession Planning: A comprehensive plan includes succession planning strategies to identify high-potential employees for future leadership roles. This ensures a smooth transition of talent within the organization.
Continuous Learning Culture: Organizations should foster a culture of continuous learning by promoting knowledge sharing, providing access to learning resources, encouraging cross-functional collaborations, and recognizing and celebrating achievements.
Conclusion
A comprehensive organizational employee career development plan is vital for both employees and organizations. It provides a structured framework that aligns individual aspirations with organizational goals while fostering continuous learning and growth. HR plays a critical role in facilitating career development by identifying opportunities, providing guidance, and overcoming modern challenges. By implementing a comprehensive plan that includes career profiles, individual development plans, training programs, performance management integration, succession planning, and a continuous learning culture, organizations can cultivate a motivated and engaged workforce ready to meet future challenges.
References:
Hall, D., Chandler, D., & Abbott, J. (2018). The role of human resource management in employee career development in the digital age. Journal of Vocational Behavior, 104, 169-178.
XanEdu Resource (Attached)
