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Introduction to Employee Engagement, Career Development, and Talent Management

Introduction to Employee Engagement, Career Development, and Talent Management

By Catherine Rains, M.S.

A common misconception people have is that career development stops when they finish school and set out on their career path. But as you and I both know, this just isn’t true. In order to get ahead and continue to thrive, we must constantly find ways to grow and further develop ourselves. Some of us are fortunate enough to work in our dream job, while others feel “stuck” in their job but need to pay the bills to support themselves or their family. Still others are ready to make a move but just aren’t sure how to take that first step.

You may be lucky enough to have the support of your manager and/or HR department that sees the value in talent management. Companies know that helping their employees grow increases the likelihood that they will become more loyal and motivated to stay at the company while performing at their best and, in turn, save the company thousands of dollars in hiring costs. However, many companies, especially start-ups, simply don’t have the funds to allocate for employee development. It may not be a matter of caring about keeping employees but simply a budgetary constraint. If you love what you do but don’t feel like your company is providing you with the resources to grow, it may be time to take matters into your own hands.

Over the next few months, I will be delving into how you can support your employees through the process of enhancing, expanding, and/or changing careers, which will carry over to improve your talent management initiatives. This will also include how to support yourself when your company doesn’t offer the resources you need to further develop your skills and expertise in your role (or to move beyond it). My expertise lies in showing you how to use your results from the Myers-Briggs® (MBTI®) and Strong Interest Inventory® assessments to do just that. We’ll also run a series of posts from Nicole Trapasso, director of HR & OD, about what trends she sees in the talent life cycle and how technology and assessments are playing a part in the evolution of the HR industry.

Join us for this journey and don’t forget to meet Priscilla Gardea, Senior Admissions Counselor at Adams State University. You’ll see her name appear throughout my blog posts as we use her own MBTI and Strong results to guide her through the career development process. She’ll be sharing her reactions and discoveries with us along the way!

Read my next post in this series: The Beginning of a Career Development Journey

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