>>I would be very interested to hear about the use of technology in the arena
of enabling employee responsibility for career development.
>>I work in an Information Technology company and I am currently
responsible for developing and implementing an Education Management
Program which will be linked to a Career Management System. The idea is
to make it as accessible as possible to all employees so that their own
career development can be a path that is plotted by themselves. A
position profile showing the type of training & experience they require in
order to perform a certain job should enable them to chart a career path
and then actively move towards their goal through an education program.
What we are in the process of doing with our system is twofold: 1) Job
postings (what you call position profiles) have knowledge and skill
requirements specified. 2) Education/learning opportunities have the
knowledge and skill employees will develop in the "what you will learn"
section. Employees can move from the job posting to the learning
opportunities part of the system by searching for the knowledge and/or skills
they desire to develop.
>>I would like to see this occur within the philosophy behind Learning
Organisations.
I'd like to see more about your thinking here. What we are trying to do is
to develop the knowledge/skills designations based on core competencies that
have been defined within the context that these organizations are learning
organizations.
As always, the technology is just a tool to operationalize a
philosophy/culture. The culture change is the most difficult.
Alexia Martin