Self-assessment helps employees determine their interests, values, aptitudes and behavioural tendencies, using instruments such as the Myers-Briggs Type Indicator. Through the assessment, a development need can be identified, perhaps resulting from gaps between current skills and/or interests and the type of position that the employee wants;

Reality check involves employees receiving information about how the company evaluates their skills and knowledge and where they fit into the company’s plans;

Employees then would set short-term and longer-term goals relating to their desired positions, level of skill application, work setting or skill acquisition;

Finally, in action planning employees determine how they will achieve their short-term and longer-term career goals. To what extent do you think this kind of system would be applicable in CERA?

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