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2/5/2002
Rail News: Rail Industry Trends
NS to implement career-controlling, diversity-developing initiatives
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Norfolk Southern Railway plans over the next few months to launch several initiatives aimed at furthering employees' careers, refining workers' skill sets and promoting diversity, according to the Class I's February newsletter released Feb. 5.
CareerTrack, a new promotion-evaluation process, would enable employees to identify their career interests and skills using a Web-based preference survey and resume builder. CareerTrack also would include an electronic job-posting system and management-assessment test.
Next, NS plans to develop printed and/or Web-based self-study materials designed to help employees enrich their job skills. Workers who complete a management-assessment test would receive personalized feedback on their development opportunities.
The railroad, too, would establish an executive-education program designed to refine current and future NS execs' leadership, strategic-thinking and business skills.
Meanwhile, NS plans to roll out a more-formal, mentoring-type, one-to-one guidance and coaching program for newly-promoted or hired non-agreement employees.
And in terms of workplace diversity, the Class I would establish a diversity council charged with creating a work climate that better embraces diversity, fairness, mutual respect and professionalism.
"These initiatives will expand the pool of qualified employees as we move forward [and] allow our employees to take more control of their careers, no matter what they do for the company," said Tom Mullenix, NS vice president human resources, in the newsletter.
CareerTrack, a new promotion-evaluation process, would enable employees to identify their career interests and skills using a Web-based preference survey and resume builder. CareerTrack also would include an electronic job-posting system and management-assessment test.
Next, NS plans to develop printed and/or Web-based self-study materials designed to help employees enrich their job skills. Workers who complete a management-assessment test would receive personalized feedback on their development opportunities.
The railroad, too, would establish an executive-education program designed to refine current and future NS execs' leadership, strategic-thinking and business skills.
Meanwhile, NS plans to roll out a more-formal, mentoring-type, one-to-one guidance and coaching program for newly-promoted or hired non-agreement employees.
And in terms of workplace diversity, the Class I would establish a diversity council charged with creating a work climate that better embraces diversity, fairness, mutual respect and professionalism.
"These initiatives will expand the pool of qualified employees as we move forward [and] allow our employees to take more control of their careers, no matter what they do for the company," said Tom Mullenix, NS vice president human resources, in the newsletter.
