Why Career Development for Your Employees?
Providing constructive career development opportunities to employees is one of the most cost-effective ways to achieve the following benefits:
Retain Top Talent
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
The disruption of customer service
The loss of employee engagement
Career development opportunities ensures that valuable individuals are more likely to look within the organization when they desire a job shift.
Improve Employee Engagement and Productivity
Today's employees expect to find meaning and direction in their day-to-day work. They are not simply looking for 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 productive on a consistent basis.
Strengthen the Succession Pipeline
The backbone of any effective succession planning process is a readily available talent pipeline. An employee-driven career development initiative gives your top talent 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.
Generate Knowledge Transfer and Retention
The ongoing retirement of Baby Boomers makes it crucial for organizations to retain the knowledge and experience of seasoned employees. Career development initiatives aimed at retaining experienced talent provide direct opportunities for knowledge sharing. This promotes enhancing and tapping into knowledge capital within an organization and ensuring that such valuable knowledge is not lost.
Fill Internal Skill and Role Gaps
Skill and competency gaps are becoming more common as roles become more demanding and the demands of leadership grow increasingly complex. Creating a culture 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. It also enables the organization to fill such roles without the extensive costs associated with hiring, training, and onboarding outside hires.
Create Positive Employer Branding
Organizations that achieve 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. This helps your organization attract the best people for the roles you need.
Boost Engagement and Productivity
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.
Our pilot Mentoring programme using the Insala platform has been well received by our participants and has given our Mentees the tools to chose an appropriate Mentor to meet their own specific development and career needs. Organisationally the portal is encouraging networking and collaboration across both business lines and functions and locations. The Insala team are professional, pragmatic and agile and have worked closely with us to deliver our pilot programme to meet our business needs
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.
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.
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.
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.
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.
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.
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.
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.
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.
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
Nia Consulting & Development
One way in which we demonstrate our commitment to employees is to provide opportunities for them to develop; mentoring is an important component of employee development in North America. Insala supported us in leveraging formal mechanisms and provided us best practices to launch a sustainable mentor program. The MORE Workshop was our pivotal starting point, strategizing with stakeholders to build a practical plan for implementation including communication, training, metrics, and more. The outcome has been a clear benefit for participants and for Solvay.
July 10, 2019
Career development programs today are no longer optional. Employees want development, and they want it through their workplace. Providing a great career development program is a gateway for improving employee engagement, increasing employee retention, and creating good company culture. This makes a ... More
February 28, 2018
There are hundreds of studies and statistics given about millennials in the workplace. Some people view millennials as lazy, impatient, job-hoppers, while others would say they are entrepreneurial individuals that strive to excel and cherish a work/life balance. No matter what your opinion is, it’... More
February 15, 2018
With the continued need for career development opportunities, organizations around the world are taking a closer look at how technology can help them to provide programs like mentoring and coaching to their employees. The use of technology can have a significant impact on both types of programs, and... More
November 29, 2017
The workforce is becoming more diverse every day. The increase in diversity means that the focus of a mentoring program should be well defined and fit the necessary objectives. Many individuals are demanding a mentoring program that isn’t just put in place, but is also very specific to their need... More
September 13, 2017
If you thinking of launching a mentoring program, you probably already know the great benefits it can bring to your organization and specifically to your employees. We have seen many companies design a mentoring program that enables career development to assist with employee retention and enga... More
March 14, 2017
This could be your employee moving toward clear career development goals. After the training and on-boarding conclude, when does your organization begin promoting its career development culture?[ Tweet This ] Career development and your com... More
September 28, 2016
Career development is no longer an optional benefit for you to offer. Your employees are demanding it, especially your millennials. In fact, 87% of millennials say career development opportunities are an important factor when choosing an organization. A great way to satisfy this need for career ... More
September 21, 2016
The relationship between a mentor and mentee is one that spans throughout antiquity and recent history. Zeus was a mentor to Hercules, Athena was the mentor to Telemachus, and even the late Steve Jobs served as a mentor to Facebook CEO Mark Zuckerberg. These relationships served as key advancement ... More
April 26, 2016
There is a shift currently happening in our day and age; the shift in the work force. With 4 generations of people in the work force today; there is a very diverse way of approaching tasks. However, we are slowly losing our strong footing; the baby boomers. In 2016, a myriad of baby boomers are at ... More
June 08, 2015
The benefits of learning and career development in your workplace are obvious. Of course, this is not to say that it is easy to achieve. As you’re encouraging a career development culture, you must be aware of the preexisting challenges. These challenges may limit the way development occurs. It’s i... 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
A corporate 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 t... 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