In many organizations in the past, a career simply meant having more responsibility, more employees, more money. In today’s world, this view is too simplistic. A large number of factors are changing how people and organizations picture a career: The number of management positions is decreasing, the importance of experts is rising and agile organization forms now have no executive staff at all in the classic sense. High time to take a closer look at our understanding of career and development paths within organizations!
Typical opening questions that lead to a critical examination of career paths and development paths in organizations include:
- What do management careers look like when management is changing, management positions are becoming scarce or management is only provided on a temporary basis?
- What are the expectations of the new generation of employees and what does this mean for the development prospects that are offered?
- What prospects are offered to employees looking for an alternative to a classic career in management?
- What does the organization do to retain top executive staff and specialists and how is the long-term availability of expertise secured?
- What can be done to increase employer attractiveness and employee satisfaction for particularly sought-after employee groups?
- How can succession management be designed to ensure systematic and long-term employee development within the organization?
For the employee’s point of view, defined development paths offer transparency and personal orientation in organizations as well as a framework for discussing issues relating to individual development opportunities. From the company’s point of view, career paths support employee recruitment, development and retention. In addition to the classic vertical development paths, there are more individualized paths and career models, such as specialist careers, management careers and project careers.
The experts of the hkp/// group provide support in the development of career models, i.e. in the definition of requirements, incorporation into existing job evaluation systems and succession planning. In the course of the implementation, hkp/// assists in the mapping of solutions and processes in IT systems and in the communication of the findings to the relevant user groups. Get in touch and let us take a look at how we can tackle your situation together!