Enabling employee career choices with digital tools

A common problem facing HR in many organisations - you have outstanding employees and want to keep them in the business. With many industries facing talent and skill shortages and job-hopping becoming the norm, the future looks tough for HR.  Talent mobility is seen as the answer to future-proof the organisation. Organisations are flatter than they once were and employees are more impatient than ever to progress.  Mobility can't be defined as just being 'upwards'. Career advancements now need to be sideways and mean cross-functional 'tours' , or even across geographies. Rarely do organisations have the resources to career counsel everyone - so what digital tools can be deployed to make this easier? HR can enable career paths can take shape by giving employees mapping tools to explore their options – and that there’s no need to look outside of the company for progression.  In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and career path mapping.…

Build Succession Plans based on solid Career Conversations

We've blogged before about Succession Planning and taking the organisational view to manage business risk.  Now let's bring in the 'flip side' of the Succession Planning equation - the 'employee voice'.…

Help managers to have career conversations

It can be tricky for managers to have career conversations with their teams about progression in the organisation. We hear from our clients that often managers know that they need and indeed many want to do this – but they just don’t have the data or information to feel prepared for this. They’re left trying to build a conversation with very little support.…

Plotting a career path with Talent Navigator®

A common problem facing HR in many organisations; you have an outstanding employee and want to make sure you  keep hold of him or her. You want to show now a career path can take shape – and that there’s no need to look outside of the company for progression. In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and career path mapping.…

Career mapping for career planning

It seems that there are generally two kinds of career mapping.…

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