Career Management Process Stages
Career Management process of
companies may vary depending upon its level of sophistication and the emphasis
they place on the different component process.
Typically, all Career Management System can be sequenced in five stages.
Diagram: Career management Process Stages
Career Management Strategy: The first step in the career
management process is the career
strategy. A well-planned strategy consists of -
·
Freehand to choose the model of career development
· Clear-cut policy on internal
promotion or hiring externally
· Clear succession planning or a career path which can enable talented people to climb up the ladder.
· Knowledge sharing system in
practice
· Balance between one-size-fits
all or flexible approach in career development initiative.
Assessment: Assessment is the second process stage
of career management which includes activities ranging from employee self-assessment
(interest, values, and aptitudes) and the one made by the organization. This is
also known as talent audit which
determines employee strengths and weaknesses.
Career Planning: This stage includes determining the types of career
the employee wishes for, recognize career routes they need to choose and footsteps
they should take to realize their career goals. Executions of planning are based on the
information provided by the organization’s assessment of requirements,
succession plans and transforms it into the form of individual career development programs.
Development: The stage of
development in the career management system
includes taking actions to build and enhance skills to prepare for future job
assignments. Very common developmental programs may range from career
counselling, mentoring, coaching, job rotation and educational aid etc.
Evaluation: analyzing the success of developmental initiatives is of
utmost importance, however, it is full of uncertainties due to the varied
perceptions with regards to the success factors. For instance, distinct employee
might measure the success of their careers based on his/her accomplishments in
terms of relative rewards, hierarchical position etc. Whereas, senior managers possibly depends on a range of indicators such as the talent retention ratio, a consistent flow of internal candidates to fill up the vacancies etc.
These are the 5 stages of the career management process which can be generally seen in almost every employee-oriented organisations.
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