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    Kellogg's Career Development Case

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    Snigdha
    The document discusses Kellogg's career development process, which is becoming more formalized. Key changes include a new employee profile form for non-production employees to provide career information and development plans. Individual development plans are now incorporated into employee profiles. Managers also have performance management plans concerning employee development. The document outlines effective development plans and the shared responsibilities of managers and employees in the career development process.

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    Kellogg's Career Development Case

    Uploaded by

    Snigdha
    251 views2 pages
    The document discusses Kellogg's career development process, which is becoming more formalized. Key changes include a new employee profile form for non-production employees to provide career information and development plans. Individual development plans are now incorporated into employee profiles. Managers also have performance management plans concerning employee development. The document outlines effective development plans and the shared responsibilities of managers and employees in the career development process.

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    The document discusses Kellogg's career development process, which is becoming more formalized. Key changes include a new employee profile form for non-production employees to provide career information and development plans. Individual development plans are now incorporated into employee profiles. Managers also have performance management plans concerning employee development. The document outlines effective development plans and the shared responsibilities of managers and employees in the career development process.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    251 views2 pages

    Kellogg's Career Development Case

    Uploaded by

    Snigdha
    The document discusses Kellogg's career development process, which is becoming more formalized. Key changes include a new employee profile form for non-production employees to provide career information and development plans. Individual development plans are now incorporated into employee profiles. Managers also have performance management plans concerning employee development. The document outlines effective development plans and the shared responsibilities of managers and employees in the career development process.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 2

    Career development is the process used to create opportunities for employees'

    professional interests and capabilities and to help meet current and future business
    needs.
    Career development at Kellogg's is becoming a more formalized process. The
    changes for 2004 are subtle and include:
    A new, required form (Employee Profile) to be completed by all Kellogg's non-
    production employees. The Employee Profile provides a snapshot of an employee's
    career, including biographical information, work experiences, development plans,
    and assessment on leadership competences and K-values.
    The Individual Development Plan (IDP) has been incorporated into the Employee
    Profile. It includes an overview of employee development for current accountabilities
    and future career opportunities.
    All people managers have a Performance Management Plan (PMP), which concerns
    their accountability for the development of employees.
    Development is a critical process because:
    Change seems to be occurring at a faster rate than ever and employees must learn
    to change and adapt quickly.
    Relying solely on employees' current capabilities would place the company at a
    competitive disadvantage.
    Recent survey data indicated that Kellogg's employees have an interest in
    development.
    Focused development builds stronger teams and attracts and retains the best and
    brightest talent.
    What is an effective development plan?
    Development requires more than just identifying the areas or competences that
    are going to be developed. Just like a project at work, development is more
    successful when there is a specific plan to accomplish the change in behavior.
    Employees will have better success in development if their plan:
    is tied to their PMP accountabilities;
    has relevance to the business needs;
    is limited to three or four areas for development;
    has specific development actions required for each area;
    consists of primarily experience-based development actions;
    identifies the resources and support needed for each development action;
    specifies a date for completion.
    Kellogg's philosophy is that the manager and the employee share responsibility
    for an employee's development. The employee is responsible for keeping skills
    current and developing skills for future opportunities. Managers make sure
    employees' expectations are realistic and opportunities to grow are offered and
    supported.
    Manager's and employee's responsibilities for employee's development
    Manager's role                                    Employee's role
    Review Employee Profile;                  Take responsibility for own
    Complete the manager's page of       career;
    the Employee Profile;                         Perform well in current role;
    Review previous feedback and          Complete the employee page
    development;                                      of the Employee Profile;
    Consider possible development          Clarify career interests;
    actions;                                                Determine realistic career goals;
    Understand what is required to           Learn more about position
    make development more                   requirements;
    successful;                                          Consider possible development
    Create key messages to share with               areas to focus on;
    employee in meetings;                        Plan activities to improve in
    Check with employees                       those areas;
    intermittently to ensure they are         Schedule meeting with
    pursuing development;                       manager for career discussion;
    Provide resources, opportunities,       Send all relevant materials to
    and support for development;             manager (e.g. self-assessment);
    Offer coaching and feedback at        Follow up with manager if
    appropriate times.                               obstacles are perceived;
                                      Present manager with potential
                                      solutions;
                                      Request feedback and direction.
    Question
    Ask yourself what could your organization learn from Kellog’s approach and
    how this process might be enhanced in the future.?

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