Career Assessment & Development Plan
Where can this person move within our organization
to ensure they are properly utilized and motivated?
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In this role, the individual will be de-motivated by the lack of decision making, limited interaction with others, the amount of routine procedures, and the need to be consistently detailed with their work. While the individual will enjoy the pace, variety and strategic thinking involved in this role, they will find the emphasis on relationships getting in the way of the results they personally seek to generate. This individual’s drive for results, desire for change, ability to build a team and delegate detail will be most effectively and productively engaged in this role, resulting in increased job satisfaction and higher measurable performance. |
The entrepreneur is not really interested in doing the work; he is interested in creating the way the company operates. In that regard, the entrepreneur is an inventor. He or she loves to invent, but does not love to manufacture or sell or distribute what he or she invents. 
There is no greater tragedy in business than putting competent employees into jobs in which they are destined to fail. Job Fit is the single most important factor in job success. Career development is the process of identifying appropriate growth opportunities that will be motivating to an individual.
PPS career assessment tools help managers identify areas within the organization where an employee would be best suited. By taking the time to create a potential career development plan for company employees, managers can ensure that the talent pipeline for the organization is well-managed. Career development plans can also boost employee morale and motivation, as the company is displaying an interest in developing careers of employees within the organization.
Motivation is strongly influenced by an individual's characteristics and particularly whether they are an Implementer or Initiator. To a large extent an individual's career will be directed by their education, however the level to which their career develops within an organizational structure and/or their ability to move in a different direction from their education is most dependent upon an individual's characteristics.
Implementers have the potential to move into specialized roles of increasing importance in an organization and can be effective at supervisory work, particularly when it's very technically focused. They will struggle to perform effectively or be highly motivated by management and executive roles in an organization. Managers can identify behaviors in advance by performing career assessment tests.
Initiators have the potential to move into supervisory, management and executive careers, depending on the strength and combination of their characteristics. Utilizing career assessment tools can be a worthwhile investment for organizations to effectively identify individuals with future potential for leadership roles within the organization. If an organization has developed sufficient JPP Job Models, for various levels within the organization, it is then able to more quickly and accurately identify specific careers where the individual's characteristics correlate highly with the JPP Models.
Whether an Implementer is being invited to move into a more important technical career, or an Initiator is invited to move from a supervisory to a management role, there will always be specific areas of skills, experience, education, and knowledge necessary to enable that person to perform effectively. A career development plan should identify those specific areas and the initiatives to "close the gaps", as well as the abilities of the individual and the organization to support the progress.
Contact Us about using Pro.file Perfomance System for career assessment and development.
