Career Paths - Charting Courses To Success For Organizations And Their Employees

Career Paths provides practical tools and tips for developing and implementing career paths in the workplace.

• Discusses available resources organizations can use in developing career paths
  
• Includes a sample career path guide
  
• Describes how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, and retention programs
  
• Explains how to improve employee retention using career paths and how to integrate career paths into employee training and development systems
  
• Provides conceptual and practical toolkits for constructing career paths
  
• Discusses dimensions that impact career paths, such as employee movement and the nature of employee expertise

Dr. Carter is a Vice President of Personnel Decisions Research Institutes (PDRI), a leading human capital consulting firm. He is the leader of human capital consulting services in PDRI’s Washington, DC office. Dr. Carter has over 20 years of experience designing and implementing human capital systems and processes. He has designed career paths and talent management tools integrated with career paths for many clients.

Dr. Cook has more than 12 years of experience in design, development, implementation and evaluative research of assessment and development methodologies at all employee levels. Currently, he focuses on the development and global launch of executive level assessment and development capabilities as well as direct support of multinational implementations.

Dr. Dorsey is a Vice President at Personnel Decisions Research Institutes (PDRI). He has more than 15 years of experience in human capital consulting and applied research and development. He has conducted innovative work in the areas of performance measurement, career management, and training and development. Dr. Dorsey has produced numerous professional book chapters, articles, and presentations, and he is the recipient of multiple research awards.

Series Editor’s Preface

Preface

1. Introduction

What are Career Paths?

The Goal of This Book

Overview

2. A Conceptual Toolkit for Constructing Career Paths

Career Path Attributes

Career Path Patterns

Outcomes

The Bottom Line

3. A Practical Toolkit for Constructing Career Paths

Sources and Methods

Past

Present

Future

A Note about the Special Role of Interviews and Focus Groups

How to Construct Career Paths

Initial Steps

Sequential List of Positions or Roles

Qualifications

Critical Developmental Experiences

Competencies that are Accrued, Strengthened, or Required

Career Success Factors

Other Information

Explicit Focus on Movement

Promoting Alignment

Assessment of Personal Attributes and Career Paths

Implementation Tips

The Bottom Line

4. Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development

Connecting the Employee to the Organization

Engaging the New Workforce

Recruitment and Hiring

Retention

Promotion

Development Planning and Execution

The Bottom Line

5. Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identification and Development of Executive Talent, and Succession Management

Keeping an Eye on the Big Picture

Strategic Workforce Planning

Identifying and Developing Early-Career, High-Potential Leadership Talent Who Are Our High Potentials?

How Can We Develop (and Promote) Them Faster?

Managing Communications Regarding High Potentials

Succession Management

Evaluating Readiness for Promotion in the Context of Succession Management

Methods for Evaluating Readiness

Keeping Those “Not Yet Ready” on the Path(s) to Get There

The Bottom Line

6. Expanding Success Beyond the Individual Organization – Industry and Economic Development Perspectives

Career Paths and the Industry Perspective

Examples

Differences between Industry Career Paths and Organizational Career Paths

Career Paths and the Economic Development Perspective

Examples

Differences between Career Paths Designed for Economic Development

Purposes and Organizational Career Paths

Labor Market Analyses and Analyses of Cross-Occupation Requirements

Labor Market Analyses

Analyses of Requirements across Occupations

The Bottom Line

7. Looking to the Future

Trend One – Demographic Trends

Implications for Organizations

Trend Two – Technology

Implications for Organizations

Trend Three – Globalization and Changing Organizational Structures

Implications for Organizations

Trend Four – Defining Career Success

Implications for Organizations

The Bottom Line

Career Path Resource List

Notes

References

Index