Designing Career Development Systems

ZANDY B. LEIBOWITZ is a psychologist and principal in the Maryland-based consulting firm Conceptual Systems, Inc.

• Introduction: Organizational Benefits of Career DevelopmentSystemsPart One: Assessing Needs and Current Systems1. Identifying Organizational Needs and Target Groups2. Evaluating Existing Human Resource Structures3. Adapting Career Development to the Organizational CulturePart Two: Creating a Vision and Plan4. Applying Theory to Practice in Career Development Planning5. Selecting Effective Employee Interventions6. Involving Managers in Employee Career Development7. Building on Existing Human Resource Programs and Practices8. Model Career Development Systems: Examples from LeadingCompaniesPart Three: Implementing Action Plans9. Gaining the Support of Top Management10. Using Advisory Groups to Build Broad Support andParticipation11. Implementing a Successful Pilot Program and Developing aStaffPart Four: Ensuring Results and Maintaining the Change12. Institutionalizing the Career Development System13. Keeping the Organization Informed14. Assessing the Effectiveness of the Career DevelopmentEffotConclusion: Considering Future TrAnds

"The authors have designed a career development framework that draws from career planning, organization development, and the human resource function.... The 'how to' approach should be of great help to organizations seeking to develop comprehensive career development programs."