Below are the first 10 and last 10 pages of uncorrected machine-read text (when available) of this chapter, followed by the top 30 algorithmically extracted key phrases from the chapter as a whole.
Intended to provide our own search engines and external engines with highly rich, chapter-representative searchable text on the opening pages of each chapter. Because it is UNCORRECTED material, please consider the following text as a useful but insufficient proxy for the authoritative book pages.
Do not use for reproduction, copying, pasting, or reading; exclusively for search engines.
OCR for page 46
Chapter 6: Promoting Existing Staff Companies often jump on the "recruitment bandwagon" when vacancies occur, failing to identify untapped talent within the organization. Instead, organizations should look for opportunities to promote existing staff. In this chapter, we present challenges, strategies, and workforce practices related to "Promoting Existing Staff." Exhibit 6-1 provides a snapshot of the chapter. Exhibit 6-1 Snapshot of Chapter 6 Chapter Road Map Concept and Definition Workforce Challenges..................47 Misperceptions of Advancement Potential Lack of Organizational Commitment Industry Strategies....................47 Recruit Existing Employees Develop Employees and Maintain Employee Career Paths Create a Job Rotation Program Develop a Staffing Plan Many transportation organizations are developing and Workforce Practices...................49 promoting existing staff. The benefit of promoting North Carolina DOT Supervisor internal staff is two-fold: (1) it saves recruitment and Academy training dollars and (2) it contributes to retention of staff by helping them to see opportunities for advancement and their value to the organization. Definition of Promoting Existing Staff: Involves identifying high-performing employees who are likely to succeed at the next level within the organization. The goal of these efforts is to help or- ganizations effectively, efficiently close workforce gaps. Workforce Pipeline Target Area Target Career Stages Comm. 4 year Graduate Entry-Level Mid-Career Senior K-12 Retirees Colleges Colleges Schools Staff Staff Leaders TRANSPORTATION WORKFORCE PIPELINE Promoting Existing Staff Chapter 6 Target Area 46