21.1 – Optimize Workforce Development
Purpose & Context
Career Development Professionals (CDPs) help employers design workforce development strategies to meet organizational and employee needs.
Effective Performance
Competent career development professionals must be able to:
- P1. Perform workforce planning:
- Review documentation, e.g. business plans, organizational goals, workforce planning strategies, emerging skillrequirements, organizational chart
- Identify organizational needs, e.g. vacant positions, new position, requirements of new business
- Identify skill inventory, e.g. assess skills of current workforce
- Prepare strategies to address gaps, e.g. training, recruitment
- P2. Develop policies to optimize employee mobility, such as:
- Seek internal candidates to fill vacant positions
- Identify development needs
- Allocate resources for training and development
- Promote horizontal, lateral, vertical mobility
- P3. Formulate workforce development strategies, for example:
- Engage in career discussions, e.g. create opportunities to discuss and explore career interests
- Create developmental opportunities, e.g. cross-functional team assignments, secondments, job rotations,
mentoring, coaching - Provide career management resources, e.g. online self-assessments, access to job descriptions, internal job
fairs, learning resources, self-management career tools
- P4. Implement workforce development strategies:
- Develop communication strategy
- Deliver training
- Develop resources
- P5. Evaluate effectiveness of strategies using established indicators, such as:
- Number of vacancies filled by internal candidates
- Employee retention
- P6. Recommend adjustments, as appropriate
Knowledge & Understanding
Competent career development professionals must know and understand:
- K1. Human resources management
- K2. Performance management
Contextual Variables
Competent career development professionals must be able to perform this competency in the following range of contexts:
Type and size of organization will impact complexity of workforce development needs.
Glossary & Key References
Terms
Industry-specific terms contained in the standard defined here, where applicable.
Information Sources and Resources for Consideration
Context Rating Scales
Criticality
Q: What is the consequence of a professional being unable to perform this skill according to the standard?
Frequency
Q: How frequent and under what conditions is this skill performed?
Level of Difficulty
Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?
Time Required to Gain Proficiency
Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?
To become fully proficient, a career development should support at least 5 organizations of varied size in developing a competency-based talent management model.
Autonomy
Practitioners typically perform this competency without supervision, and alone.
Automation
It is unlikely that this competency will automate.