Implementing a Career Pathing Program at the heart of your Employee Value Proposition that’s sure to succeed.

Career pathing can be tough, the rewards of a well-charted program are invaluable. And that is why one should place career pathing at the heart of your Employee Value Proposition.

One of the most frequently asked questions by interviewee in today’s world is,

?“ What are my future options in this role?”. Fresh talent is conscious about their future and they have confidence in their abilities, they only choose the companies which can bring out the best in them. Companies need to demonstrate their commitment to the professional development of their employees if they want to hire and retain the best and the brightest.??

Let us discuss the core areas of a career path strategy which has been tried and tested by me.

Career mapping is essential to avail the benefit of opportunities which are in tune with the skills. The advantages of making career pathing the pillar of your employee value proposition are increased engagement, increased retention, consistent knowledge sharing, and improved onboarding. Helping employees work through life-changing and practical questions driving career growth and change, a higher sense of security, increased trust and loyalty and attracting and retaining the new generation.

Opportunity@Work : The first step in a career pathing is knowing where the path leads. Career pathways can create a clear destination for employees if they are built upon solid ground. The succession planning visuals, if done well, clearly define routes that employees can take through an organization.?

Career Conversations@Work?: The above is followed by career conversations with high potentials identified across your organization. In the war for talent, being able to provide personalized career paths is a clear differentiator for your employee brand. Designing an effective career path begins with understanding an individual’s skills, interests, and professional objectives.?

Individual Development Plan@Work??: Designing individual career development solutions would be next. It is highly tailored to each individual because careers are deeply personal things. People and talent teams can significantly impact an individual’s life through career pathing exercises — so it’s vital to lead them on the best path for their needs and aspirations. These trajectories are usually based on interest, ability, and values.?

Learning Journey@Work: Learning journey design and implementation would be a time-bound employer-sponsored learning journey for each HiPots. These offer the right blend of personalized and experiential learning with group connection activities.?Grow their capabilities with endless possibilities including rewiring competencies for the future.?

Engagement Conversation@Work: One key distinction among HiPots, including the younger people, is that they are more vocal in their demands and can be a tremendous resource in providing innovation, creativity, and energy. Transparently engaging them in their upskilling can more effectively achieve business objectives, adapt to a fast-moving business environment, and outperform the competition.?

L & D Design@Work : The frameworks, templates, branding, automation and the individual talent experience in the program/initiative must be seamless and engaging at all stages.?

EVP@Work: Periodically the program must progress to more advanced HR processes to address old challenges reflected in new dynamics. A best practice is to identify outcomes you expect to achieve and consider what your stakeholders expect. Use the measurement data you collect to demonstrate the business value of the program/initiative.?

Career pathing isn’t easy, but the rewards far outweigh the efforts.

Let us help you premiumize your career pathing strategy for your workforce.