Defining Career Path Requires A Clear & Practical Organizational Structure

In the past, an employee’s typical career path was the classic “hierarchy”. With a clearly defined series of grades for employee promotion. With new technologies and changes creating the need for new skills and roles, career paths are not clearly defined. You may benefit from identifying career paths within your organization to keep your employees engaged and loyal. And determine how to invest in the development of your employees. As the career path is a comprehensive approach and careful planning. It requires the preparation of a clear and practical job structure for the organization. Here are a set of questions to ask and answer regarding career path:

1) What is the difference between a career plan and employee development?

Before assigning career paths, it is essential to review the differences between employee development, succession planning, and career paths. These three practices are related to each other, but each has its own goals:

• Staff development defines each individual’s role in the organization and their skills to continue contributing. It also includes their interests and goals and how they fit within the organization.
• When the time comes, succession planning identifies the right people for leadership roles. And ensures that they develop the skills they need for those roles.
• A career path gives employees a roadmap to move within your organization based on their interests, skills, and professional and personal goals.

2) When is his career path planning most useful?

Any organization can map career paths. Which is helpful for organizations that need employees with a specific set of skills and experience. A career path can also help support the internal promotion. Your organization may also have an employment advantage with clear career paths in place. When you can present candidates with their options regarding vertical and horizontal movements within your organization over time and opportunities for cross-training, they are better able to envision a long-term career in the organization.

3) What are the potential risks?

One caveat to keep in mind, mainly if you’re focused on a career path to build inner lines, is to take steps to make sure you’re also building a diverse organizational culture. On the other hand, having employees with similar educational backgrounds and lifestyles in your internal career paths can disrupt your organization’s innovation and brand appeal. It is also vital to leave enough space in your career paths to avoid creating overly restrictive education, experience, and skills requirements, as career paths are all about mentoring. Your flexibility in your career paths allows managers to identify who can move along those paths with appropriate training and support.

4) How do you plan career paths?

• Start with the organizational chart to get an idea of the general career paths available within your organization for different roles.
• As you assign career paths, use your organization’s compensation policy along with keeping your career paths as consistent and fair as possible.
• It is a great idea to include your HRM professionals in career path exercises to help you determine what training and support each path may require.
• Remember that not all paths will be vertical. And there may be opportunities for someone to shift horizontally in your organization.

5) How do you explain career paths to employees?

• You can use the performance review schedule to discuss career path options with your team. And you can then relate these discussions to your succession planning.
• Keep notes about each employee’s preferences and performance towards their career goals.

By comparing their current plans and skills to the career path they want to follow, you can determine the best next steps:

1. For someone who is underperforming but wants to do more. Having a clear idea of your employees’ preferred career path helps you know which skills and exercises to prioritize.
2. For a high-performing employee, special projects can help him build skills to advance in the career path he wants. These projects can also help them stay in touch even if there is no new position.

6) What about happy employees wherever they are?

Special projects are also an excellent option to keep them occupied without the pressure of moving vertically or horizontally. As a bonus, these projects can help them build the skills they will need if they ever decide to make a move.

7) How do you set expectations?

Discussing career paths with employees and candidates can be significant and exciting. However, it is vital to use these discussions for motivation and planning purposes without over-promising a particular outcome. It knows that having a career path does not mean that every employee will follow it or follow it from start to finish. It is crucial to be transparent with your employees. That meeting the criteria for moving vertically or horizontally does not mean that the move will happen automatically or immediately.

Defining career paths within the organization keeps employees engaged and loyal and determines how to invest in their development