Organizations understand that employees are a great asset who can enhance the achievement of goals, especially if they are highly motivated and engaged. One way of ensuring employee engagement is through the provision of professional development, which could either be formal or informal training. Formal training in the form of academic undertakings in the field of interest is the most effective way, as it provides employees with chances of promotion and career advancement. An organization could design varied academic timelines that would allow employees to pursue formal training while still working, as in the case of Serina.
One-Year Plan
Serina will need to enroll for and start a bachelor’s degree in a business-related field to advance her competency levels. This decision would mean that she would have to work part-time to have ample time to attend to academic requirements. Whitley (2017) notes that in cases where employees are pursuing academics, employers ought to create a flexible working schedule, which enhances satisfaction levels. In such a case, the organization may reduce her workload or allow for extended deadlines to improve Serina’s chances of success.
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Three-Year Plan
In this plan, Serina would be able to complete a bachelor's degree and still enroll for a master's in a business field of choice. By this time, she would have acquired requisite skills that would facilitate promotion to a managerial position and salary increment. However, the promotion would come with additional responsibilities, meaning that she would have a tight schedule. According to Karnouskos (2017), employees could choose to pursue academics online instead of going to physical classes to balance academic and work requirements. Serina has the option of delegating some of the work to employees who work under her to ensure that she meets deadlines.
Five-Year Plan
In the five years, Serina will have started the master’s degree, and in one year from then, she will have completed course requirements. This achievement will enhance her chances of being promoted to the executive director, considering that she will still be working all this time. Fedaseyeu et al. (2018) note that executive directors ought to espouse the vision of an organization and at the same time have requisite professional and academic achievements. At the end of this period, Serina will have seven years’ experience, meaning that she will be considered for the executive director position. The organization must constantly evaluate her professional and academic milestones to establish if she has what it takes to assume this position.
References
Fedaseyeu, V., Linck, J. S., & Wagner, H. F. (2018). Do qualifications matter? New evidence onboard functions and director compensation. Journal of Corporate Finance, 48 (3), 816-839. https://doi.org/10.1016/j.jcorpfin.2017.12.009
Karnouskos, S. (2017). Massive open online courses (MOOCs) as an enabler for competent employees and innovation in the industry. Computers in Industry, 91 (2), 1-10. https://doi.org/10.1016/j.compind.2017.05.001
Wheatley, D. (2017). Employee satisfaction and use of flexible working arrangements. Work, Employment and Society, 31 (4), 567-585. https://doi.org/10.1177/0950017016631447
