- Allana Farley, Manager of Career Navigation Services, Colorado State University Global Campus
- Antonella Agati, Human Resources Manager, MCAP
- Dr. Beverly Kaye, International Best Selling Author and Founder, Career Systems International
- Bruce Hazen, President, Three Questions Consulting
- David Wexler, Human Capital Strategist & Executive Coach, David Wexler Consulting
- Fiona Betivoiu, Director, Talent Management, Purdue Pharma (Canada)
- Julie Winkle Giulioni, Principal and Instructional Designer, DesignAround
- Joanne Oliver, Talent & Organizational Development Specialist, City of Guelph
- Kerry Pletch, Talent & Organizational Development Manager, City of Guelph
- Krista Allan, Director, Global Talent Management, Sensata Technologies
- Richard Wong, Vice President, Marketing & Creator Relations, #paid
- Sarah Noll-Wilson, Chief Edge Officer, Sarah Noll-Wilson Inc.
- Shirley MacBeath, Director, Senior Manager Human Resources, Softchoice
- Sue Matis. Senior Executive Human Resources, North Central Health Care
- Dr. Tim Clark, Founder and Lead Teacher/Trainer, Business Model You, LLC
- Tom Gross, US Sales and Partner Manager, Fuel50
- Multiple sources, who wish to remain anonymous, were also interviewed.
- A VUCA (volatile, uncertain, complex, and ambiguous) environment makes it increasingly difficult for organizations to predict the skills required or positions available in the future.
- The talent economy is increasingly fluid and flexible, and perceptions of a career are evolving as a result.
- Career path programs are not outdated, but they need to be approached differently – it’s less about creating a framework and more about creating visible opportunities.
- Amidst an increasingly fluid and flexible talent economy and a broadening definition of “career,” employees must drive their career development and the organization must provide support to get them there.
Impact and Result
- The need for employees to chart their career paths in the face of constantly changing skills has arrived. Build a program that empowers employees to drive their own careers and provides them with the tools to do so.
- In a VUCA environment, career paths offer a double benefit. Employees acquire a wide range of skills and explore interests, and organizations see increased engagement, bench strength, and retention.
This guided implementation is a seven call advisory process.
Guided Implementation #1 - Identify goals and determine career landscape
Call #1 - Analyze data from existing surveys and discuss current state SWOT analysis.
Call #2 - Determine goals and metrics based on organizational needs.
Guided Implementation #2 - Determine highlighted career moves and align HR practices
Call #1 - Review types of career moves the organization has chosen to highlight.
Call #2 - Determine alignment of HR practices that will support the program, and action plan.
Call #3 - Select marketing collateral for the organization and customize the Employee Career Development Workbook.
Guided Implementation #3 - Launch, measure, and provide support
Call #1 - Determine the resources HR will be providing to managers.
Call #2 - Decide on communications for launch and action items.
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- Title: Career Path
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Define the following steps in career pathing: determine goals of a career path program, identify types of career moves to highlight, define a communication plan for launch, and determine a maintenance plan.
By the end of this course, learners will be able to:
- Discuss the goals of a career path program for the organization.
- Describe the five types of career moves that employees can take.
- Develop collateral and tools based on selected career moves.
- Build a communication plan around the program.
- Maintain and refresh the program after launch.
1 to 1.5 CPD hours per course.
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.