Development of sustainable career paths for employees

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Finding and retaining high performing employees is a challenge all business organizations face. Employees search for jobs where they can be successful, appreciated, and have the opportunity to grow and advance. Effective employers develop career plans that are easy to follow, sustainable, customizable, and provide rewards and recognition when appropriate to entice and retain high performing employees. Using competency models management and human resources can define attributes of top performers that are important to the company for short term and long term success. There are numerous variations of competency models and several methodologies to build the appropriate competency model for an organization. Input from executive management, human resources, top performing employees, and external sources will assure the ideal skills, abilities, knowledge, and personal attributes are defined for the competency model. Successful career paths follow a structure of competencies outlining the needs of each level. Through the teamwork of human resources, management, and each employee the career path will be reviewed, evaluated, and updated for the employee’s needs in line with the company’s values and goals using the defined competencies.

Developing a competency model, or multiple competency models for specific positions within a company, is a complex process. Assigning a project manager (PM) as the main contact to perform the necessary discovery process, drive the project, and ensure all goals are met will help reduce confusion. Companies also have the option, at a significant expense, to hire an outside consultant who specializes in competency modeling (Spencer, 2009). The chosen project leader can now work with human resources and executi...

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