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Answer & Explanation:Answer in about 100 words eachMany organizations have developed their own universities. What are the advantages and disadvantages in doing this?Why are assessments important to employee development? Would using assessments alone be effective? Explain your answer.Comment on Replace the Career Ladder transcriptComment on Importance of building rolehrm326_r2_the_importance_of_building_role_aligned_competencies_transcript.dochrm326_r2_replace_the_career_ladder_with_the_career_tree_transcript.doc
hrm326_r2_the_importance_of_building_role_aligned_competencies_transcript.doc

hrm326_r2_replace_the_career_ladder_with_the_career_tree_transcript.doc

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TRANSCRIPT
Nick van Dam
The Importance of Building Role-Aligned Competencies
At Deloitte, we believe that we are a place where people can come and take their skill set to the next
level. So, in order to do that, it’s important that we have laid out a roadmap for them, in terms of their
development, from a career perspective. And competencies are defined by role in Deloitte, and what
we have done is we have mapped learning solutions and learning programs to the different
competencies.
So, as an example, if you want to enhance your competence in risk management, we have identified
courses at three different levels: foundation, advanced, and mastery. And you can take courses that
will help you to become proficient in a competency at different levels. So it will help, it makes it easier
for people to understand what’s expected from them. It will help, and as a result of that, with their
career, to go to take their career to the next level. And from a talent perspective, of course, it’s a
huge investment in people’s overall development.
©2013 Skillsoft Ireland Limited
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TRANSCRIPT
Curt Coffman
Replace the Career Ladder with the Career Tree
Let’s address something head on: the career ladder is dead. The career ladder is dead for basically
three reasons. One, one rung doesn’t necessarily lead to another. Because someone is outstanding
in a role, we don’t want to lose them, so we promote them and then we just assume that because
they’re good at this role, they’ll be good at the next. That isn’t always the case, and oftentimes we
find that people end up miserable in the new role, and we’ve lost an outstanding performer on the
previous rung of the ladder. Two, it created a shortage of prestige and respect for the bottom parts of
the ladder, so we actually created jobs and managed jobs as if they were bad jobs. If you’re in that
job, do your time, pay your dues, but get out of it as quickly as possible. And three, the only way of
gaining more respect and more money was to be at the top parts of the ladder.
If the ladder’s dead, what replaced it? Well, I think about it as the career tree. The degree to which
people can develop within the role, versus having to leave the role, to feel as though they develop, so
there’s breadth in terms of people’s careers; they can truly practice, they can truly become
outstanding in terms of what they do, versus having to leave what they do.
©2013 Skillsoft Ireland Limited
1
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