Are your people clear about who is responsible for their development and what directions their future career might take? Without a consistent and honest approach to development and career progression, employee commitment to the organisation will be partial and conditional.

We can help your organisation to:

	fully engage your people in the pursuit of common organisational objectives
	proactively involve employees in the management of their own careers and development within the organisation
	promote lifelong learning and development within the business environment
	create an integrated and consistent framework for policy decisions about development, succession and career planning
	align HR policies with today's more flexible labour markets

Employees need to be able to take informed decisions about their future. This requires:

	Openness about the organisation's future requirements for employees with different skill sets in the light of changing business requirements
	Consistency and stability in the policies and initiatives affecting career progression and personal development
	Honesty about career and development opportunities
	Clarity about the respective responsibilities of the individual and the organisation for ensuring career resilience through personal development
	Acceptance of career development as a mainstream management activity

We offer advice on the design and implementation of the five key elements of any career management process namely:

1. Assessment of current capabilities and potential
2. Access to training and development
3. Information on jobs
4. Access to jobs and work experience
5. Career and development planning