Mohamed Ramadan Mohamed

Career Development

Individual
• Accept responsibility for your own career.

I accept fair responsibility for my career that should be discussed with my manager before in my
objectives

• Assess your interests, skills, and values.

In a part of assessment I didn’t assess all my interests but I assess values and skills needed in my job
and my all life

• Seek out career information and resources.

I always seeking out about how can I develop my career and my life as well, from information and
resources like studying MBA taking soft skills program and sharing information with my colleagues

• Establish goals and career plans.

I establish a mid and short term plan only and I need to plan a long term plan for my career, that I
am working on it after finishing MBA course and choose the appropriate career for me inside my
company or outside

• Utilize development opportunities.

I didn’t get the most utilize development opportunities in most cases to enhancing the development
of the career and step up forward to success

• Talk with your manager about your career.

Absolutely yes ,I talk with my manager about my next step and development plan to achieving that
step also the soft skills needed for my career

• Follow through on realistic career plans

Rarely following on realistic plans even it is more professional way to evaluate your career

Employer
• Communicate mission, policies, and procedures.

My company mission, policies and procedure are already delivered to employees and all members
as a part of strategic plane and employees rights

• Provide training and development opportunities, including workshops.

Lafarge had a big university online and many training centers all over the world in both technical
and soft skills , and the company working on development employees and made gap analysis to
decrease that gap between requirement and human capital

• Provide career information and career programs.

Lafarge provide career information and program such as jump program that evaluate the
subordinate that can lead a factory also a succession plan that prepared by manager and HR

• Offer a variety of career paths.

Lafarge make internal vacancies in many department and country that allow the employee to
develop his career path but the career path program only in the level of top management level

• Provide career-oriented performance feedback.

There is a role but not actually applied only in some levels such as top management levels

• Provide employees with individual development plans.

Yes the company encourages the employee to achieving the IDP from engineer level and above and
made that IDP as obligation written by employee him self

• Provide academic learning assistance programs.

Lafarge had a big university online that support E-Learning programs in soft skills , technical skills
and managerial skills also workshop that held in many countries also certification for each such
critical job

Manager
• Provide timely and accurate performance feedback.

Manager had a poor performance feedback that need to work on it but a good accurate feedback in
problems and crisis not in benefits and profit share

• Provide developmental assignments and support.

My manager support me in most technical issued but didn’t make such assignments to development
and improvement as said keep it run program no change “old fashion management “

• Participate in career development discussions with subordinates.

Yes manager participate in career development discussions but there is no notice or care after that
discussion about the progress and problems only in the last of the year appraising

Advantages:

• The company had many tools that can used to develop the employee and
manager as well
• The company shows that the employee development is one of the first priorities
• Company had a certification program and succession program for critical
positions
• The manager attend the discussion of IDP of the employees
• The IDP of the employee is obligation
• The Lafarge online university share the materials and knowledge from all
factory and best practices
• The company have a training center called Learning and development that
workshop held inside it
• Also the company made contract with IT companies to leverage the computer
skills

Disadvantages:

• manager have a problem for applying such some rules caring about people
development
• lake of encourage from employee and manager to put a good action plan of
career development
• the employee didn’t have the intent to develop him self
• lake of caring about IDP from two side the employee and manager only
words on paper most of people
• career supervision from manager is in a poor conditions even the HR support
also poor
• training concept in some manager look like vacation the employee try to
catch it
• some employee need the training only for rest not for development

Recommendation

• management by objective must be applied correctly

• bell curve must be vanished from HR tools and try another tools to
appraising employee
• Manager must well know that the employee development is actually very
important issue and must get in consideration as top priorities.
• Putting smart objectives is an obligation
• Training managers on how they develop their people also on how they
choose the right development plan for they and subordinates
• Deduct budget for training and workshop from total budget