Career planning represents a useful instrument to raise the general performance level of the employees, by matching the organization’s business strategies with its human resources capital.
Allowing its top talents to accept an increasing level of responsibilities is the key to a company’s success. Thus the need for career plans that define a series of steps, each one of which offers the best opportunity to develop the specific competencies that are required to advance to the next step.
The analysis of each role and of the corresponding ideal organizational behavior is the most important element of career planning. This joint activities-behavior approach ensures the detection of any possible incongruence between traits that are required for two different steps of the same plan.
Hence, a comprehensive career monitoring system entails a map of the intermediate and final steps, a list of the specific competencies and of the typical behaviors, and an analysis of the performance indicators. Moreover, the processes of internal mobility and external recruiting require a reference table of the competencies, a map of the company’s preexisting career plans, and an analysis of the mandatory steps required to reach the most prominent roles.
The ultimate goal is to identify the ideal training and development activities to foster the mobility of the personnel.