Career Paths: Charting Courses to Success for Organizations and Their Employees

Career paths are the centerpiece of effective talent management systems. In today’s global and highly competitive environment, it is increasingly important for organizations and managers to focus on successfully moving employees in the workplace. Career Paths offers a career path model and useful tools and tips for developing and implementing career paths and integrating those paths into talent management systems. The authors describe the value of career paths from individual employee, organizational, and industry standpoints and show how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, and retention programs. With a sample career path guide and a list of resources organizations can use in developing career paths, this book will be an indispensable reference for HR professionals, managers and executives, training and development professionals, and organizational consultants.

Spis treści:
Series Editor’s Preface
Preface
1. Introduction
What are Career Paths?
The Goal of This Book
Overview
2. A Conceptual Toolkit for Constructing Career Paths
Career Path Attributes
Career Path Patterns
Outcomes
The Bottom Line
3. A Practical Toolkit for Constructing Career Paths
Sources and Methods
Past
Present
Future
A Note about the Special Role of Interviews and Focus Groups
How to Construct Career Paths
Initial Steps
Sequential List of Positions or Roles
Qualifications
Critical Developmental Experiences
Competencies that are Accrued, Strengthened, or Required
Career Success Factors
Other Information
Explicit Focus on Movement
Promoting Alignment
Assessment of Personal Attributes and Career Paths
Implementation Tips
The Bottom Line
4. Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development
Connecting the Employee to the Organization
Engaging the New Workforce
Recruitment and Hiring
Retention
Promotion
Development Planning and Execution
The Bottom Line
5. Integrating Career Paths into Talent Management Systems II:  Strategic Workforce Planning, the Early Identification and Development of Executive Talent, and Succession Management
Keeping an Eye on the Big Picture
Strategic Workforce Planning
Identifying and Developing Early–Career, High–Potential Leadership Talent Who Are Our High Potentials?
How Can We Develop (and Promote) Them Faster?
Managing Communications Regarding High Potentials
Succession Management
Evaluating Readiness for Promotion in the Context of Succession Management
Methods for Evaluating Readiness
Keeping Those “Not Yet Ready” on the Path(s) to Get There
The Bottom Line
6. Expanding Success Beyond the Individual Organization – Industry and Economic Development Perspectives
Career Paths and the Industry Perspective
Examples
Differences between Industry Career Paths and Organizational Career Paths
Career Paths and the Economic Development Perspective
Examples
Differences between Career Paths Designed for Economic Development
Purposes and Organizational Career Paths
Labor Market Analyses and Analyses of Cross–Occupation Requirements
Labor Market Analyses
Analyses of Requirements across Occupations
The Bottom Line
7. Looking to the Future
Trend One – Demographic Trends
Implications for Organizations
Trend Two – Technology
Implications for Organizations
Trend Three – Globalization and Changing Organizational Structures
Implications for Organizations
Trend Four – Defining Career Success
Implications for Organizations
The Bottom Line
Career Path Resource List
Notes
References
Index

Nota biograficzna:
Dr. Carter is a Vice President of Personnel Decisions Research Institutes (PDRI), a leading human capital consulting firm. He is the leader of human capital consulting services in PDRI’s Washington, DC office. Dr. Carter has over 20 years of experience designing and implementing human capital systems and processes. He has designed career paths and talent management tools integrated with career paths for many clients.
Dr. Cook has more than 12 years of experience in design, development, implementation and evaluative research of assessment and development methodologies at all employee levels. Currently, he focuses on the development and global launch of executive level assessment and development capabilities as well as direct support of multinational implementations.
Dr. Dorsey is a Vice President at Personnel Decisions Research Institutes (PDRI). He has more than 15 years of experience in human capital consulting and applied research and development. He has conducted innovative work in the areas of performance measurement, career management, and training and development. Dr. Dorsey has produced numerous professional book chapters, articles, and presentations, and he is the recipient of multiple research awards.

Okładka tylna:
Career paths are the centerpiece of effective talent management systems. In today’s global and highly competitive environment, it is increasingly important for organizations and managers to focus on successfully moving employees in the workplace. Career Paths offers a career path model and useful tools and tips for developing and implementing career paths and integrating those paths into talent management systems. The authors describe the value of career paths from individual employee, organizational, and industry standpoints and show how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, a nd retention programs. With a sample career path guide and a list of resources organizations can use in developing career paths, this book will be an indispensable reference for HR professionals, managers and executives, training and development professionals, and organizational consultants.