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Corporate Career Management Services
We offer a range of career services for our corporate clients to assist their employees with career management as well as outplacement services for redundancy situations. We offer one-on-one coaching for individuals, as well as group workshops on various career topics, i.e. career management, career progression, transition and outplacement.
The majority of our individual coaching packages are based around the basic Career Management programme and adapted to meet the various specific needs of the particular packages listed below.
The following are a range of career guidance packages to assist individuals at various levels with their overall career management, covering a wide range of topics including the following aspects:
1. Career Transition – Outplacement Services (for employees who have been made redundant)
These encompass more traditional outplacement services or exit packages for employees exiting an organisation post redundancy or exit by mutual agreement.
This is made up of various components including:
- Career Management coaching to determine the appropriate career path
- Career Planning of the next steps
- Job hunting strategies including tapping into the hidden job market
- Creation of a competency based Curriculum Vitae and cover letter
- Working with recruitment consultants and using employment agencies
- Interview technique preparation and coaching
2. Career Enhancement (for high achieving employees/managers)
For high achieving employees who may currently be performing below their potential and in need of new challenges, which is often a new career direction within their existing organisation.
3. Career Progression (the next step for employees/managers)
For employees looking to take the next step up the ladder in their chosen career, including:
- Identifying opportunities to develop their skills and abilities.
- Developing their CV to demonstrate their past achievements and future career potential.
- Creating a career plan to plot the steps required for their career progression.
4. Career Planning (for employees at any level)
For employees who already know where they want to go and what they want to achieve in their careers. This involves the creation of a comprehensive career plan covering career direction, goals and required training for employees at any level to achieve objectives.
5. Career Development (for employees currently under-performing)
For individuals whose current performance is below their capabilities and requirements of the role and the organisation. This coaching process can replace a traditional performance management approach, which often has more negative tone and can lead to potentially negative outcomes.
The Career Development process focuses on the positive and enables employees to identify their limitations and to resolve issues and improve or seek alternative roles better suited to them.
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