Thanks for your questions. As I am in the process of developing this, I
need the chance to smooth out my ideas by articulating them. Here goes:
>>Can the employee choose any "position profile" or must this be done in
collaboration with a supervisor/others? and,
In terms of future career plans, the employee could choose any position
profile that they are interested in pursuing. I guess in reality, this
would usually be done in conjunction with a supervisor at a Human
Resources Review session. Reasons for this would be simply to ensure that
the person is heading in a direction that they can feasibly achieve and,
also that future development lines up with business objectives.
Personally, I would like to see it as flexible as possible, rigid
guidelines tend to blind us to the possibilities that are left of centre.
>>Re: The "Education Program" to support the acquiring of new skills and
experience. . .is this in place before the availability of the position
profiles or is the program developed according to indicated interests?
The Education Program will be developed based on the position profiles.
It will be a program for people to start with from scratch, but also to
fill inthe gaps that currently exist in peoples knowledge base. The
Program should be challenged for the relevance of its content on a regular
basis, in the light of new methods and technology.
Any further questions/ideas cheerfully received.
-- Maria "Ivancic, Maria ML" <email@example.com>