3 steps to successful career management + tools
In the large human resources management family, we ask for career management.
What exactly is career management, and what is at stake in terms of your company's development and the fulfillment of your human resources?
What tools do you have at your disposal to carry it out successfully, through its 3 key phases?
What is career management?
It's the organization of a company's human resources according to :
- the company's global HR strategy,
- the professional skills of each employee,
- and their career development aspirations.
The career management process is both individual and collective. It is part of talent management, and touches on both :
- GPEC, forward-looking management of jobs and skills,
- internal mobility,
- training,
- remuneration,
- external recruitment .
Career management challenges and objectives
There are many issues at stake:
- 🏢 the company, through its human resources department, seeks to match its needs with its human capital, to engage and retain its talents over the long term;
- 👩💼. through a career plan, the employee seeks to project job-related opportunities over time, develop his or her professional career and increase skills and responsibilities.
Engaging and retaining talent
Offer internal career development prospects? There's no better way to maintain professional commitment and retain talent.
An internal mobility policy enables the company to anticipate job changes, business developments and recruitment needs, while remaining attentive to the aspirations of its internal resources.
Implementing a career management plan enables the company to guide employees, support them in their careers and nurture their need for recognition and self-esteem.
Supporting skills upgrading and transfer of skills
A career evolves, creating new training needs to adapt the employee to a new position and new skills.
The right identification of these needs implies an investment in human capital, which proves win-win for both company and employee.
🤓 The company benefits from the well-being, motivation and skills enhancement of a resource already well adapted to the corporate culture.
💪 The employee gains confidence in his long-term employability and finds new meaning in his missions.
👉 It's also vital to encourage knowledge sharing through succession plans to ensure that skills are passed on .
Ensuring company performance
Rigorous career management makes it easier to identify employees' needs and expectations, and to respond more rapidly to new market constraints.
Career management thus contributes to maintaining the company's productivity and competitiveness, supporting its development and growing with its employees.
Developing the employer brand
A company is a human adventure.
It's in an employer's best interest to keep track of its employees' careers, from onboarding to offboarding,
- on the one hand, to effectively guide them towards achieving their objectives ;
- to enhance their employer brand image and attract new talent (through a recruitment plan).
The stages of career management
We understand the many benefits of career management, but how do we put it into practice, and what are the career management tools?
Step 1: Creating a skills repository
As a GPEC tool, the skills repository is the starting point for taking stock of the company's needs.
The aim is to draw up a list of the job types required for the company's operation and development, and the corresponding skills (know-how, interpersonal skills, managerial abilities).
This step is essential for deploying an HR strategy and identifying its objectives, from training to recruitment.
Step 2: Identifying skills within the company
Identifying the skills present within the company is more than just a time-defined stage.This is done on an individual, personalized basis with each employee, during professional and/or annual appraisal interviews.
Among other things, they enable us to assess each employee's skills and identify training needs, so that we can put in place actions to build on their strengths and make up for any shortcomings.
This stage also enables us to identify internal mobility opportunities or external recruitment needs, as well as to assess employees' level of commitment.
🛠️ Specialized software can help! Factorial, for example, offers a 360° view of your employees' assessments and skills, with a personalized training path .
Step 3: Skills development
The next logical step is to draw up a professional development plan for each employee, including changes in position and responsibilities.
The training plan is one of the tools serving this skills development objective.
It places training at the heart of the company's HR strategy, anticipating both internal training needs and external recruitment requirements.
Skills assessment is another career management tool. Most often requested by the employee in search of meaning, or even retraining, it can also be initiated by the employer, to support internal mobility for example, and gain a better understanding of the employee's aptitudes and motivations, as well as training needs.
HRIS: the common thread in career management?
Career management is a decisive lever within an organization, and requires a comprehensive software package such as HRIS (Human Resources Information Systems).
Here are 2 examples:
- Talentsoft has developed an internal mobility module to facilitate forward-looking management of employment and skills within the company.
- Yourcegid RH Y2 On Demand offers the distribution of training programs and skills mapping to facilitate the management of your employees' career paths.
Discover other HRIS tools for managing careers and skills.
To support your HR policy and capitalize on your human resources, the HRIS includes advanced modular functionalities, from training to recruitment and payroll, adapted to 360° career and talent management.
Article translated from French