I needn't have been. Julie was kind, helpful, and very efficient. She had a broad base of knowledge about my benefit programs and sequence of procedures that I should follow. There were a few areas that seemed questionable, but she promised to get answers and get back to me. She fulfilled that promise quickly and efficiently.

Over next few weeks, which proved to be a trying period, Julie was always there for me. She helped me process paperwork, contacted proper home office departments on my behalf, and did everything she could to minimize stress involved in my recovery. "You just concentrate on getting better, I'll take care of everything at this end", she would say to me whenever things got too confusing. She really understood my distraction and took over for me when I wasn't thinking clearly. I'm sure there were times when another person would have lost her cool and become frustrated, but Julie never did.

I recently returned to work after a long rehabilitation period. I'm feeling much better now, and see and speak to Julie less often. When I think of people who were most responsible for helping me to recover, I always think of her. She took responsibility to assist me, and did a fantastic job. She knew how to handle my issues, and was masterful at effective communication. Julie is an asset to our human resources department, and reached standard that I believe all professionals in this field should strive for.

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© 2005 AlphaMeasure, Inc. - All Rights Reserved

This article may be reprinted, provided it is published in its entirety, includes author bio information, and all links remain active.

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Departments also form career development teams. They meet regularly and help employees to define their goals, provide feedback about applicable training programs, assign duties to employees to help them gain new skills, formulate job descriptions and generally make sure that employee career development programs are on right track.

As for my own career development, I've been promoted three times over past five years. Once because of an opening left by a retiring coworker, and twice into new positions created due to expansion. A few months after I was hired, my manager sat down with me and began to work up a career development program. He was very helpful in evaluating my current skills and finding ways to learn new ones that would help me to advance. He evaluated me honestly and encouraged me to alleviate any shortcomings and examine problems before they grew into major issues.

I can't imagine working for a company that doesn't offer its employees substantial career opportunity. It takes more than just posting job openings, it's a lengthy process that takes time, effort, organization and planning. Companies must be willing to invest effort and money to cultivate their workforce. It's a worthy effort, in my opinion. I'll stay where I am - and those classified ads that I mentioned earlier? I'd be willing to bet that those positions are filled quickly - with no shortage of qualified applicants.

© 2005 AlphaMeasure, Inc. - All Rights Reserved

This article may be reprinted, provided it is published in its entirety, includes author bio information, and all links remain active.