none

Career planning

by May 2, 2022Human resource, Talentmanagement Guide

In order to be able to give employees a job perspective in the organisation and to show which qualifications are needed for a promotion, it is necessary to define job profiles and career steps. This can be done through career planning

Career Planning Definition

Career planning describes a subarea of career management and every employee’s personnel development. Job profiles and career paths are defined for each job department. Career planning personnel resource planning and succession planning.

Career planning is often supported by HR software to digitally record and manage career steps.

Info: Career planning differs from career management in that it is concerned only with defining and developing job profiles in an organization. Career management pursues the primary goal of linking the personal goals of employees with the goals of the organization in the best possible way.

Goals of career planning

The goal is to establish a definition of the requirement profiles of individual job functions. Thus, for example, a management career can be defined, which shows employees comprehensibly career steps.

Based on career planning, personnel development managers can take various further training measures. Likewise, appropriate training measures can be identified by a target-actual comparison or in the course of succession planning.

Career planning can be done for different areas. For example:

  • Expert careers: here, employees are trained to become better and better experts in the course of career planning through training and further education.
  • Management careers: through experience and the realization of new tasks, management careers are often defined in a hierarchically structured career.
  • Project careers is comparable to a management career, but employees in a project career are given more different tasks and usually less disciplinary authority in team management.

Process of a career planning

Career planning can be implemented using different methods and approaches. The process of creating career planning is described here.

1. Determine responsible persons for the competence catalog

First of all, it is necessary to identify responsible employees/managers who are allowed to create or oversee the competence catalogue. This is necessary because it requires individuals who consider company goals and strategy when creating the competency catalogue.

2. Define competencies

In the next step, competencies, experience, and knowledge have to be defined and made measurable. For this purpose, for example, an existing competence database can be used (also called competence catalogue) or a separate one can be created. Defining those skills enables an HR manager to take targeted and partly standardized actions in HR development.

3. Create or record job profiles

Those standardized competencies, experience values and knowledge can now be assigned to individual requirement profiles of job positions. There are different ways to define job profiles. One of them is described here. (Skilltree Help Center).

4. Who validates competencies/job profiles?

Validating essential competencies, experience, or knowledge, is an important part of quality assurance in career planning. Individual managers or other responsible persons must be identified for this purpose.

3 career planning tips

  • Involve managers and employees Involving managers and, in some cases, employees have often proven effective in practice. Employees who are directly affected by career planning can contribute detailed experience. However, care should be taken to ensure that no vested interests are pursued.
  • Quality assurance. Quality assurance in the form of different processes should be implemented; e.g. in the validation of essential competencies. Validation by supervisors or specific persons can help to validate competencies in a structured way.
  • Software support The use of software to implement career planning in personnel development has many advantages. By digitizing those processes, larger amounts of data can be managed and automated. Time and cost savings are the result. The quality of digitized career planning in the software also surpasses that of analogue or Excel.

Über den Autor

Simon Löwy

Simon Löwy

Simon is co-founder of Skilltree. He writes in this blog on topics such as new work, human resource management and personnel development.

What is New Work?

A megatrend is becoming reality. Reading time: 2 minutes If you define New Work, you are not only defining the future world of work but above all the current one. We are in a rapidly changing world of work. But what does it look like? What are entrepreneurs doing to...

Talent Management

Talented employees with special qualifications and skills are in high demand on the labor market. The shortage of skilled workers in recent years has shown how important it is to retain, promote and find talent in the long term. Human resources management attributes...

Basics of competence management

In this chapter, you will learn the basics of competence management. How is competence management defined? Why should competence management be practised? Where can it be applied? And how is it demarcated as part of human resource management? We will address these...

Key positions

In every company, there are so-called key positions essential for the company's successful functioning. These positions describe strategically relevant personnel positions for companies. One of these key positions is the single point of knowledge.Table of content:...

Skill Management in Excel

We now know that detailed and information-rich skill matrices can be created as needed. That's why we're going to show you why Excel is such a popular tool for skill management and how easy it is to create a skill matrix with it. The limitations of skill management in...

Regular recording of competences

Once the right talent management strategy has been found, management software has been implemented and employees have been trained, it is time for ongoing management. If this is not done, the skill management tool can quickly lose its usefulness as the content is...

Tips for implementation

In this chapter, you'll learn practical tips for implementing competency management. We will address these questions in the next three articles. In this chapter, you will find helpful tips which should be considered in competence management or skill management. In...

“30 percent shortage of skilled workers could be avoided”
Existing employees are often forgotten in the hunt for qualified employees

Graz/Austria The concepts are diverse: more home office, more freedom, better work-life balance, sponsored relocations or a free e-bike. Companies want to recruit skilled workers to meet the urgent demand. Markus Skergeth, founder and managing director of Skilltree,...

Active sourcing in the company

Active sourcing is a modern method of recruiting in which companies actively approach potential applicants instead of waiting for incoming applications. This can be done by using social networks, career websites, or directly addressing potential candidates.Content...

Learning management and LMS

How do you support employees in their independent or managed learning in the organization? What does it take and what should be considered? In this article we present learning management and the advantages of a learning management system (LMS). This knowledge helps to...