3 steps to successful career management + tools
In the human resources management family, career management comes to mind.
What exactly is career management, and what is at stake in terms of your company's development and the fulfilment of your human resources?
What tools do you have at your disposal to carry it out successfully, through its 3 key phases?
What is career management?
It is the organisation of a company's human resources in line with :
- its overall HR strategy,
- the professional skills of each employee
- and their career development aspirations.
The career management process is both individual and collective. It is part of talent management and affects both the :
- GPEC, forward-looking management of jobs and skills,
- internal mobility,
- training
- remuneration,
- external recruitment .
Career management issues and objectives
There are many issues at stake:
- 🏢 the company, through its human resources department, is seeking to match its needs with its human capital, to engage and retain its talents over the long term;
- 👩💼. through a career plan, the employee seeks to project the opportunities associated with his or her position over time, to develop his or her professional career and to increase his or her skills and responsibilities.
Engaging and retaining talent
Offering internal career development opportunities? There's nothing like it for maintaining professional commitment and retaining talent.
An internal mobility policy enables the company to anticipate job changes, business developments and recruitment needs, while remaining attentive to the aspirations of its internal resources.
Implementing a career management plan enables the company to guide employees, support them in their careers and nurture their need for recognition and recognition.
Supporting skills development and transfer
A career evolves, creating new training needs to adapt the employee to a new position and new skills.
Identifying these needs correctly means investing in human capital, which is a win-win situation for both the company and the employee.
🤓 The company benefits from the well-being, motivation and increased skills of a resource that is already well adapted to the corporate culture.
💪 The employee gains confidence in their long-term employability and finds new meaning in their assignments.
👉 It is also vital to encourage the sharing of knowledge through succession plans to ensure that skills are passed on .
Ensuring company performance
Rigorous career monitoring makes it easier to identify employees' needs and expectations, as well as responding more quickly to new market constraints.
Career management therefore helps to maintain the company's productivity and competitiveness, to support its development and to grow with its employees.
Developing the employer brand
A company is a human adventure.
It is in an employer's interest to monitor the careers of its employees, from onboarding to offboarding,
- firstly, to guide them effectively towards achieving their objectives ;
- to enhance their employer brand image and attract new talent (through a recruitment plan).
The stages of career management
We understand the many benefits of career management, but how do you put it in place and what are the career management tools?
Stage 1: Creating a skills repository
The skills repository is the starting point for taking stock of the company's needs.
The aim is to draw up a list of the job types required for the company to function properly and develop, and the corresponding skills (know-how, interpersonal skills, managerial abilities).
This stage is essential for deploying an HR strategy and identifying its objectives, from training to recruitment.
Stage 2: Identifying skills within the company
Identifying the skills present within the company is more than just a stage set in stone, it's a task that is carried out throughout the year, with each employee on a regular basis.This work is done throughout the year, with each employee on an individual and personalised basis, during professional interviews and/or annual appraisal interviews.
These are used to assess the skills of each employee and identify training needs, so that actions can be taken to build on their strengths and make up for any shortcomings.
This stage also makes it possible to identify opportunities for internal mobility or external recruitment needs, and to assess the level of employee commitment.
🛠️ Specialised software can help! Factorial, for example, offers a 360° view of your employees' assessments and skills, with a personalised training path .
Stage 3: Skills development
This is the next logical step: drawing up a professional development plan for each employee, including changes in position and responsibilities.
The training plan is one of the tools used to achieve this skills development objective.
It places training at the heart of the company's HR strategy, anticipating both internal training needs and external recruitment requirements.
Skills assessment is another career management tool. It is most often requested by employees looking for a sense of purpose, or even a change of direction, but it can also be initiated by the employer, to support internal mobility for example, and provide a better understanding of the employee's aptitudes and motivations, as well as training needs.
HRIS, the common thread in career management?
Career management is a decisive lever within an organisation and requires a comprehensive software package such as the HRIS (Human Resources Information System).
Here are 2 examples:
- Talentsoft has developed an internal mobility module to facilitate forward-looking management of employment and skills within the company.
- Yourcegid HR Y2 On Demand offers the distribution of training programmes and a skills map to facilitate the management of your employees' career paths.
Discover other HRIS tools for managing careers and skills.
To drive your HR policy and capitalise on your human resources, the HRIS includes advanced modular functionalities, from training to recruitment and payroll, tailored to 360° career and talent management.