HR assignment Career Development Dr.

Mohamed Taher

Career Development for Lafarge Egypt

Career development roles of

Individual

• Accept responsibility for your own career.

• Assess your interests, skills, and values.

• Seek out career information and resources.

• Establish goals and career plans.

Manager

• Provide developmental assignments and support.

• Participate in career development discussions with subordinates.

• Support employee development plans.

Employer

• Communicate mission, policies, and procedures.

• Provide training and development opportunities, including workshops.

• Provide career information and career programs.

• Offer a variety of career paths.

• Provide mentoring opportunities to support growth and self-direction.

• Provide employees with individual development plans.

• Provide academic learning assistance programs.

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

1 Page Mahmoud Hassan Kenawy

HR assignment Career Development Dr. Mohamed Taher

• 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:
• Employee can't utilize development opportunities.

• Employee can't follow through on realistic career plans

• Manager does not provide timely and accurate performance feedback

• 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

2 Page Mahmoud Hassan Kenawy