Practice
Case Study
Suzy was a new marketing employee at a large beverage bottling company. Despite a formal performance management process that included objective setting and development planning, Suzy did not understand the part she needed to play in her career development. Suzy had some concerns that she felt needed additional support from the HR department.
Suzy was unsure if she was really adding value to the company. She was concerned whether the company saw her as credible, and if others knew about her performance and achievements.
In fact, many employees cited career development as a top concern in a recent annual survey. The HR department decided to inform employees of the PIE Strategy for Career Development.
Case Study
Suzy was a new marketing employee at a large beverage bottling company. Despite a formal performance management process that included objective setting and development planning, Suzy did not understand the part she needed to play in her career development. Suzy had some concerns that she felt needed additional support from the HR department.
Suzy was unsure if she was really adding value to the company. She was concerned whether the company saw her as credible, and if others knew about her performance and achievements.
In fact, many employees cited career development as a top concern in a recent annual survey. The HR department decided to inform employees of the PIE Strategy for Career Development.
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