Recent trends show that talent management is regaining its priority in human resource practices. It is because employee retention highly depends on favorable working conditions. There are numerous career mapping strategies that organizations can apply to enhance staff engagement and reduce turnover.
What are career management tools?
According to our survey of 113 HR professionals, the main tools for personalizing career paths are; 360° feedback, job galaxy, skills assessments, annual interviews, internal mobility, and training programs. These talent development frameworks enhance organizational visibility, enabling firms to streamline workflows. They also help employees envision and work towards a career path that aligns with their skills and life plans.
360° feedbacks
Originating in the United States, 360° evaluations have been widely used in France since the 2000s. They are assessment tools that make it feasible to evaluate an employee’s skills and behavior throughout the organization as they become more specialized for various projects rather than for a single position.The evaluators for 360° evaluations may be stakeholders in the supply chain, including suppliers, colleagues, customers, partners, superiors, or managers. Because of the plurality of evaluators, the assessment technique is highly reliable and objective. The evaluations also occur anonymously and randomly, making them thoroughly precise. However, they can be expensive to conduct sometimes.
The galaxy of professions
What is the Galaxie des métiers?
The concept of “galaxie des métiers” or “job galaxy” is like applying GPS to a person’s profession. It may involve an employee creating a professional profile on a talent management platform and uploading a resume that details their skills and interests. Managers can use the information as a career pathing resource to help professionals as they evolve.
At the end of an employee’s career, they may have experience in about 4 to 5 job skills.
As a result, they can:
- Identify and pursue various potential career paths that match their personal interests and skillset.
- Establish objectives to reach a certain target position and list the steps to take. The process may involve leveraging internal job offers, training, and mentoring.
Future careers will require talent in multiple skills. Therefore, there is a need for additional resources to facilitate career growth.
The Job Galaxy provides a dynamic networking avenue for professionals to connect and advance their skills. It may also be useful for developing career plans and retaining internal talent.
The evaluation of skills
Whatever the size of a company, it will always need to evaluate the skills of its staff. Generally carried out on an annual basis, this appraisal gives human resources management a better idea of each employee’s career development potential.
Skill evaluation often involves performing several tests to examine the competencies of an employee on various performance levels. HR experts may evaluate behavior, theoretical and practical skills, management ability, and cognitive resources. The results help inform decisions on training and talent optimization strategies, which promote employee advancement.The approach can also evolve into a tool that drives ongoing conversations between employees and managers, enabling continuous assessment of individual and team performance
It may help in the immediate identification of hidden talent-related insights and potential risk factors.
Annual interviews
An annual meeting with an employee may help an enterprise take stock of the past year’s performance.During the review, managers should discuss all the most important points contributing to an employee’s performance. It may involve examining both the successes and setbacks an employee encounters throughout the year. It can also entail discussing an employee’s aspirations concerning their career progress and life plans.
The outcomes of such informational interviews help managers identify an employee’s talents and drawbacks. Human resources teams can then account for all these factors to improve the working conditions and performance for the upcoming year. They may also use the information as a benchmark for setting new organizational challenges and objectives.
For an annual meeting to be successful, all participants must listen to each other. Mutual trust and, most importantly, a sincere willingness to communicate must exist between the parties as well.
Nowadays, the annual interview remains a privileged process. Many organizations have replaced it with continuous feedback programs.
Internal mobility
Internal mobility is crucial for human resource teams, particularly with the recent rise in budget cuts and candidate shortages.
According to studies, 67% of HRMs believe internal mobility to be more efficient than external recruiting. However, 72% lack confidence in its use.
Internal job boards have enabled employees to exercise more control over their professional lives. They support a workforce culture that encourages recruiting internal candidates into the workforce. Hiring within allows firms to achieve agile flexibility in operational workflows while minimizing capital expenditure. It also enables employees to develop their skills and explore potential career opportunities that match their interests.For internal mobility to be feasible, HR personnel should first examine internal talent competencies to inform predictive analysis reports, which provide a realistic representation of the organization. Such reports help identify talent gaps in the workforce, enabling a company to know the skills and aspirations of new hires during recruitment.<br>
There are many career management software that HR personnel can explore when sourcing external candidates. Applications like LinkedIn and Glassdoor allow employees to showcase their skills and abilities to prospective employers, enhancing networking possibilities.
Training programs
The labor market is constantly changing. Consequently, employees must be able to adapt to these changes. To help them cope, firms can organize talent development programs for their employees to achieve meaningful career progression.Regular training allows employees to maintain their knowledge and develop new skills. It also improves workforce efficiency and facilitates an individual’s career development. As a result, it increases a company’s core competencies and maximizes its advantages over the competition. Overall, training programs can empower entities to be more productive and profitable.
A career development framework can significantly assist a company in boosting employee loyalty and reducing turnover. It makes employees feel confident that the organization is enhancing their employability by providing a wealth of opportunities for growing their skills. They also feel valued and more motivated, which translates to high commitment.
