There are multiple advantages of career development. Providing constructive career development opportunities to employees is one of the most cost-effective ways to achieve the following benefits for your organization's workforce program:
Best-in-class organizations understand the need to retain their top talent. But the cost of retaining top talent can run in the hundreds of thousands of dollars to company expenses. Additional costs associated with retaining talent include the loss of company knowledge, disruption of customer service, and loss of morale and engagement in remaining employees. Providing career development opportunities ensures that valuable individuals are more likely to look within the organization, rather than elsewhere, when they desire a job shift. (Learn more)
Today's employees expect to find meaning and direction in their day-to-day work - not just jobs and tasks, but meaningful careers and career goals. Employees who have access to career development processes, resources, and tools feel much more engaged and supported by the organization. In addition, employees who drive their own development are far more likely to be motivated and optimally productive on a consistent basis. (Learn more)
The backbone of any effective succession planning process is a well-prepared talent pipeline that can be drawn from at any time. With an employee-driven career development initiative in place, your top talent gains the opportunity to apply for critical roles that may be vacant. Making such opportunities visible and available for all eligible employees ensures that the most qualified individuals enter those critical roles. (Learn more)
With the current and impending retirement of millions of Baby Boomers and an aging workforce, it is crucial for organizations to retain the wealth of knowledge and experience of seasoned employees. Career development initiatives aimed at retaining experienced talent provide direct opportunities for knowledge sharing - enhancing and tapping into knowledge capital within an organization, and ensuring that such valuable knowledge is not lost. (Learn more)
Skill and competency gaps, particularly within critical high-level roles, are becoming more and more common as roles become more demanding and the demands of leadership grow increasingly complex. Creating a culture and process that facilitates internal mobility is one of the best ways to fill these gaps from within the organization. An internal mobility framework enables qualified employees to find roles most suited to them, and enables the organization to fill such roles without the extensive costs associated with hiring, training, and onboarding outside hires. (Learn more)
Organizations that achieve the most sustainable success are those that attract the best people to develop their strategies and achieve their goals. An effective career development initiative brands your organization as one that truly cares about its employees, helping your organization continuously attract the best people for the roles you need. (Learn more)
The Results have been astounding in just over four years: 58,000 employees are users, over 4,362 have taken advantage of one-on-one confidential coaching, 3,000 participated in Group Coaching and over 815 success stories where individuals were retained who would otherwise have left. Insala's superb technological solution and collaborative approach have been absolutely essential in achieving this win-win for our people and our company.
Director of Employer of Choice / Next Gen Initiatives Deloitte
Insala helped address some of the key challenges we faced at Unilever, which is virtual mentoring, as many of our mentees and mentors are not in the same geographic location. Insala's mentoring consultant, Judy Corner, is a true mentoring specialist and a highly engaging individual.
Global Talent Manager Unilever
At BPI, we pride ourselves on our responsiveness to the needs of both existing and potential customers. Insala's fast and reliable customer service and support have enabled us to do just that. When BPI UK were faced with a tight deadline to develop a career center website for a customer, Insala quickly met our needs. The Insala team were able to translate the BPI France website into British English and launch the website in record time. As a result, we were able to deliver our career center services to the customer with timescales that exceeded their expectations.
Managing Consultant BPI Group
I worked with Judy Corner of Insala to develop a customized mentoring program for International Paper. Judy provided a degree of confidence to the Chairman's Diversity Council as she presented a pragmatic, visionary, long term perspective on the benefits to be gained from Insala's program. Following the M.O.R.E. workshop, participants were surveyed on session effectiveness and Insala received a 100% favorable rating on the value of the day. I highly recommend Insala and believe they offer a distinct advantage to companies looking to advance their position in the ongoing war for talent.
Principal, Global Diversity and Inclusion
As part of a talent management initiative, United Nations Federal Credit Union (UNFCU), partnered with Insala to provide high potential/high performing staff with a structured vehicle to develop their career goals. From the onset, the Insala team provided exceptional client service, ensuring UNFCU had knowledgeable technical resources at its disposal throughout the implementation of its Career Development portal. Insala's partnership with UNFCU has directly impacted its ability to solidify an effective succession planning program and retain our high potential/high performing talent.
Manager, HR Administration
Insala provided a global online solution which helped align our business strategy with our management needs for the future. With their product, we were able to understand our skill gaps and develop our future leaders with the findings. This solution took one hour for an employee to complete, eliminated drawers of paperwork, and provided upper management instant visibility on our progress.
Vice President Human Resources Intertek
ACCA aims to provide our 110,000 members and 260,000 students with direct access to the most exciting and rewarding job opportunities currently available in the world of business and finance. Our online Career Management Resources, available through ACCA Careers, is powered by EmploymentTalk™ and allows our members, students and affiliates to use their time both efficiently and effectively on critical career development activities, while EmploymentTalk™ organizes and plans the route to career success.
Head of Training Policy and Professional Development ACCA (the Association of Chartered Certified Accountants)
Our partnership with Insala has allowed us to offer an entirely new service to our job seekers, which helps prepare them for getting their next job. The assessments and career advice tools offered through our site continue to be successful, and the seamless support provided has proven very efficient. Insala consistently responds in a swift fashion whenever we need assistance, and continues to provide us with a very professional service.
Content Manager Monster
This past winter was definitely remarkable. We found that the E-mail Broadcaster function is the easiest and fastest way to reach all our candidates to inform them of any changes in our office hours - including having to close due to inclement weather, delayed openings, or early closure. Additionally, we use this function to promote our seminars and workshops, and the career coaches can reach all of their candidates in one simple email. This tool is a tremendous asset.
Director, Administration & Client Relations The Schegg Group
We first started using EmploymentTalk™ in our practice in 2001, and have stuck with it ever since. What spurred us to stay on was both the professionalism and responsiveness of the Insala team, as well as the regular software upgrades we received, which ensured we had a cutting edge tool at any given time. Today, EmploymentTalk™ enables us to deliver a longer duration of outplacement services and thereby exceed our clients' expectations. As more and more organizations look to provide cost-effective, efficient and high-impact outplacement, we are able to meet their needs.
This is a fantastic product that will really help our workforce. The Insala team has done a great job maximizing the application capabilities and tailoring it to help our diverse workforce in transition. They've demonstrated a true partnership in providing us with expert assistance, met our special needs, and done so in a timely and cost effective manner.
VP of Administration and Chief Financial Officer Kaiser-Hill Company, LLC
Insala has excelled as a global technology partner to our organization. Insala is not only a provider and implementer of superior career management technology, but a constant and reliable source of ideas and best practices in our industry. Having Insala as a strategic partner has enabled our organization to provide superior, seamless career management and transition services to corporate clients worldwide, and has positioned OI Partners as a global leader in the delivery of career transition services.
Joy Reed Belt, Ph.D.
Chairman and Managing Partner OI Partners, Americas
Our candidates are just blown away by the amount of research they get on specific companies and industries. Their ability to get REALLY good information, and MUCH MORE information than they typically could get on their own, and have it presented so quickly and effectively, is very powerful. It gives us a big sales and marketing advantage.
Vice President, Career Transition Services King & Bishop
Insala performed very well in creating our new corporate website. I was really pleased with the design options they offered. In addition, Insala representatives were wonderful to work with, responding quickly to our needs and delivering solutions in a very timely manner.
Dr. Pamela Johnson
President Nia Consulting & Development
December 16, 2014
Internal Talent Mobility Opportunities 85% of the global workforce is looking for a new job – and the number one reason why is to find greater career advancement opportunities. (Source) It’s a fact that there are more employees wanting to fill the top spots than there are actual spots available. T... More
September 24, 2014
Employee Engagement and Career Development At this point, no one needs to argue that employee engagement is vitally important to organizational success. In fact, according to Deloitte’s 2014 Global Human Capital Trends research, 78% of business leaders rate retention and employee engagement as an i... More
July 03, 2014
Not Another Employee Engagement Article “Employee engagement” has been a buzzword for so long that we're all collectively wondering if it hasn't lost all meaning. It’s a similar story with “company culture”. While that begs the question, "Why are we all still talking about it?", the ans... More
March 21, 2014
Corporate alumni programs vary in terms of multiple things, not least of which include size, organization type, administrative control, and membership type. What really sets apart one corporate alumni program from another, however, are the program’s objectives and the organization’s intent to follow... More
February 21, 2014
An alumni program without objectives embedded throughout it is like a building without foundations or a supporting structure: doomed to collapse. Your alumni software is no exception to this rule. It more than anything else must be defined by your objectives, as it’s not only the gateway to your al... More
February 10, 2014
Your Corporate Alumni Program's Best Practices We’ve noted in a previous article ("What Your Corporate Alumni Program Has to Do With Employee Engagement") that engagement of your alumni ultimately rests on engagement of your current employees. In fact, if you know you have an employee eng... More
February 04, 2014
Employee Engagement and Alumni Engagement Ultimately, the success of any organization comes down to one thing: the engagement of its people. For most companies, “people” primarily means “employees.” That’s why “employee engagement” is such a big buzzword in the training and development space, and... More
August 02, 2013
“The grass is always greener on the other side,” as the saying goes. This is generally true - people tend to focus on new possibilities as they become bored or dissatisfied with their current situation. That is, unless there are no available alternatives - no “other side” in sight. Such has been the... More
July 31, 2013
How to Retain Millennials: HR’s Next Imminent Crisis In the next few years, the US economy will be hit by a double whammy: 1) The loss of millions of boomers from the ranks of the workforce, and 2) The scramble to fill their gaps with millennials. This is a succession pipeline issue that’s natural... More
July 01, 2013
Company Culture and Employee Engagement We hear the talk about “actively disengaged” employees. What about the organizations that are resisting employee engagement by not providing an environment that employees want to engage with? When we’re not talking about the work itself, there are basically ... More
June 10, 2011
What are the critical success factors of corporate career development initiatives? Phillip Roark, CEO at Insala and career development industry expert, recommends the following 5 key success factors that will maximize the effectiveness of your career development program. Process: Creating a s... More
May 23, 2011
“Internal talent mobility” and “career development”: both are critical concepts for HR and business leaders aiming to create high-performing organizations. But concepts aside – how do talent mobility and employee career development really tie together practically? Phillip Roark, CEO at Insala, with ... More
February 05, 2008
As mentoring becomes more and more popular, more and more organizations are adopting this initiative as a way for individuals to learn, growand develop. The popularity of this concept has grown exponentially in the last five years. Does your organization have a mentoring initiative?Is it working?Are... More
October 26, 2007
Technology Worker's Loyalty is RisingA recent Report on Loyalty of over 2,500 IT workers by Walker Information found that the number of loyal employees (employees who plan on staying with their employer for 2 years) within corporate IS departments jumped nearly 30% since 2003. Additionally, the nu... More
September 07, 2006
Organizations around the globe are increasingly providing career development support to their employees. By extending this commitment, such organizations are reaping the benefits of improved employee retention, enhanced talent management and heightened visibility as "employers of choice."To effectiv... More