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Career system

What is a career system in HRM?

A career system in HRM entails a series of programs that is conducted to match an employee’s abilities and career goals with current and future opportunities in the organization. Both off-the-job and on-the-job training strategies are included in career developmental activities.  

Components of an effective career development program

The areas of HR that are considered to build an effective career management system are as follows:  

  1. Individual and group competencies
  1. Learning and development
  1. Performance management
  1. Workforce planning
  1. Leadership development and succession management  
  1. Recognition and awards

Career development is generally a combination of HR processes that need to function together. Job roles, career stages, and career streams are all defined and described in the career planning framework.

Steps to build a career system

Step 1: Self-assessment

The first stage in the process is to allow employees to assess their career development. This entails determining an employee’s personal values, interests, abilities, and personalities.

Step 2: Exploration

The second phase involves performing a study to find the employee’s relevant career paths and possibilities based on an employee’s personal abilities.  

Step 3: Identification

After exploring the different career paths, the next stage requires identifying a path most suitable to the employee’s interest.  

Step 4: Alignment

The needs and aspirations of employees must be later aligned with career prospects in the organization.  

Step 5: Action plan

In the last stage, the emphasis is focused upon building a plan to put the career system into execution. This includes on-the-job and off-the-job training, supervisory counselling and coaching, and planned rotation in roles with various duties and in different locations.  

With the support of frequent performance reviews, the process is furthered. If the person does not move along his or her career path, training and counselling will be a waste of time.

What is the importance of career development in HRM?

Career development is a framework that includes skills, goals, awareness, assessment, and performance that assists an employee in achieving their career goals. Careful career planning is always beneficial to an employee’s professional success, as well as to the organization's workforce motivation.

It allows the management to attract and retain a talented workforce. Employees become aware of management's efforts to give them with possibilities for professional growth, which improves employee retention. Their sense of belonging to the organisation is also enhanced by a career development programme. As a result of more fruitful contributions, the organization's growth and value is reinforced.

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Career system

What is a career system in HRM?

A career system in HRM entails a series of programs that is conducted to match an employee’s abilities and career goals with current and future opportunities in the organization. Both off-the-job and on-the-job training strategies are included in career developmental activities.  

Components of an effective career development program

The areas of HR that are considered to build an effective career management system are as follows:  

  1. Individual and group competencies
  1. Learning and development
  1. Performance management
  1. Workforce planning
  1. Leadership development and succession management  
  1. Recognition and awards

Career development is generally a combination of HR processes that need to function together. Job roles, career stages, and career streams are all defined and described in the career planning framework.

Steps to build a career system

Step 1: Self-assessment

The first stage in the process is to allow employees to assess their career development. This entails determining an employee’s personal values, interests, abilities, and personalities.

Step 2: Exploration

The second phase involves performing a study to find the employee’s relevant career paths and possibilities based on an employee’s personal abilities.  

Step 3: Identification

After exploring the different career paths, the next stage requires identifying a path most suitable to the employee’s interest.  

Step 4: Alignment

The needs and aspirations of employees must be later aligned with career prospects in the organization.  

Step 5: Action plan

In the last stage, the emphasis is focused upon building a plan to put the career system into execution. This includes on-the-job and off-the-job training, supervisory counselling and coaching, and planned rotation in roles with various duties and in different locations.  

With the support of frequent performance reviews, the process is furthered. If the person does not move along his or her career path, training and counselling will be a waste of time.

What is the importance of career development in HRM?

Career development is a framework that includes skills, goals, awareness, assessment, and performance that assists an employee in achieving their career goals. Careful career planning is always beneficial to an employee’s professional success, as well as to the organization's workforce motivation.

It allows the management to attract and retain a talented workforce. Employees become aware of management's efforts to give them with possibilities for professional growth, which improves employee retention. Their sense of belonging to the organisation is also enhanced by a career development programme. As a result of more fruitful contributions, the organization's growth and value is reinforced.

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