Uncover and Market Internal Career Path Opportunities
Future-proof your workforce by enabling employees to drive their own careers.
- 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.
Our Advice
Critical Insight
- Career path programs are not outdated, but they need to be approached differently – it’s less about creating a framework and more about creating visible opportunities.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.
Uncover and Market Internal Career Path Opportunities Research & Tools
1. Identify goals and determine career landscape
Determine current state and establish goals and metrics.
2. Determine highlighted career moves and align HR practices
Align career moves with supporting HR practices to action plan and market employee-driven career paths.
3. Launch, measure, and provide support
Create program resources for managers, plan project communication and launch.
Career Path
This program has been approved for 1 to 1.5 continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute’s® official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Define the following steps in career pathing: determine goals of a career path program, identify types of career moves to highlight and how to feature them, and set a plan to launch and maintain the program.
Learning Objectives
By the end of this course, learners will be able to:
- Determine the career path landscape in their organization.
- Understand the five types of career movements.
- Explore collateral, tools, and programs that support career moves.
- Develop a plan to launch and measure the career path program.
All of our McLean Academy courses have closed captioning available. To turn this function on, click on the C.C. in the bottom right corner of the video screen and click "English" on the options that pop up.
Course Modules
Career Path - Introduction: Learn how to future-proof your workforce by enabling employees to drive their own careers
Career Path - Module 1: Determine the career path landscape
Career Path - Module 2: Understand the five types of career movements
Career Path - Module 3: Career path program options
Career Path - Module 4: Launch, measure, and maintain your career path program
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
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.
Contributors
- 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.
Develop a Comprehensive Competency Framework
Develop Key Competencies to Excel as a Strategic Business Partner
Uncover and Market Internal Career Path Opportunities