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Tag Archives: career development

Struggling to Retain Employees? Career Pathing Can Help

The UK employment rate is 76.1 %, the joint-highest on record since 1971. In many ways, this puts employees in the driver’s seat regarding where and with whom they will work. As a result, HR can feel the pressure to not only attract employees but also ensure talent development strategies are in place to keep them. […]

Struggling to retain employees? Career pathing can help

The UK employment rate is 76.1 %, the joint-highest on record since 1971. In many ways, this puts employees in the driver’s seat regarding where and with whom they will work. As a result, HR can feel the pressure to not only attract employees but also ensure talent development strategies are in place to keep them.

While remuneration and benefits are critical factors when people consider a new employer, we know that training and career development are top of mind also. In Deloitte’s 2018 Human Capital survey, building the 21st-century career emerged as the third most important trend. However, all too often, what employees think of as career development does not synch with what the company offers. Traditional career planning is linear, the company or a manager is in the driver’s seat, and the outcome or destination is wholly dependent upon who is ahead of you. Modern career planning, or career pathing, is not any of these things.

What is career pathing?

For starters, it involves a fundamental change in how you perceive the notion of career development. It recognises that it is a journey, not a destination. That importantly, the employee is the primary driver, and the outcome now depends upon how quickly he/she acquires new skills. Ultimately, career pathing is aligning each individual and their aspirations with the relevant training to enable workers to attain their professional development goals.

What do I need to start career planning in my organisation? Build individual employee profiles

 

What do I need to start career planning in my organisation?

1. Build individual employee profiles

These must include details such as the employee’s education, experience, and current skills and competencies.

2. Establish an L&D plan

Begin by identifying the skills the employee needs to progress. Then recommend the relevant training.

3. Determine the next step

Design and create a development plan. Ideally, your organisation’s learning management system includes this capability.

Design and create a development plan. Ideally, your organisation’s learning management system includes this capability.

Want to learn more about career pathing?

Struggling with how to implement a career planning strategy at your organisation? We can help. SumTotal is partnering with HRreview and hosting a webinar – Career Pathing Is Your Best Employee Retention Strategy. On Thursday, October 24th Amanda Wellborne, Senior Customer Success Manager at SumTotal, will discuss:

  • Why career pathing is critical in today’s multigeneration workplace
  • How to define your organisational needs and areas of future growth
  • What digital tools you need to support your objectives
  • How to measure progress

Register for webinar "Career Pathing Is Your Best Employee Retention Strategy

 

 

 

Multi-Generational Workforces Mean the End of the One Size Fits All Learning Approach

Five generations now work alongside each other. Accommodating the different expectations and demands from each group is no small task. As the demographics shift and millennials and Gen Z together begin to outnumber the other groups, it is increasingly evident that companies need to restructure their learning opportunities to better align to this disparate group. […]

Five generations now work alongside each other. Accommodating the different expectations and demands from each group is no small task. As the demographics shift and millennials and Gen Z together begin to outnumber the other groups, it is increasingly evident that companies need to restructure their learning opportunities to better align to this disparate group.

The shape of the new career path

One noticeable difference in how distinct generations view career progression is that most modern employees no longer see the career path as linear. Today people are looking to move through their career, acquiring new skills and conquering new challenges, and that journey can take many directions. What this means is that now, more than ever, employers must be committed to providing ways to grow, improve, and nurture their people. When employers can do that, they earn employee engagement and loyalty, tenfold.

However, developing such an approach doesn’t mean that more traditional employees should be left by the wayside, either. Today’s HR leaders must create multi-faceted engagement strategies that harness the ambition of their most driven employees. They must also allow more traditional individuals to grow in a “slow and steady” manner.

Create an opportunity-rich culture of learning

There are several steps organizations must take to ensure every employee sees a future within the company.

Here is a list of the top five measures HR and L&D must prioritize:

1. Allow self-directed career pathing

Online multi-modal content, training and conference opportunities are great ways to provide fuel for career growth. It also helps HR leaders see which individuals are motivated, and which are ready to step up and learn.

2. Provide learning opportunities to all your people and deliver it in ways relevant to each employee’s learning style

This means mobile-friendly, it means micro-learning AND deep-dive content. Today’s education needs to be available for employees whenever they have time to access it and in a way that is convenient for them.

3. Define your organizational needs and areas of future growth

One of the best ways to help direct and encourage challenge-oriented people is to know where you need them. By doing the work and identifying areas of high-priority growth within your business, you can also share this information in the workplace.

4. Allow digital tools to support your process

Digital tools provide a vast array of personalized learning options and can act as your main educational driver. Today’s leading organizations offer a comprehensive and personalized learning-centered talent development solution spanning the entire employee lifecycle. This means attracting the right employees, engaging them, training them, tracking their progress and rewarding them.

5. Measure organizational progress

Leading learning management systems provide intuitive learner experiences and expansive content libraries to employees. They also track their development and provide HR leaders the analytics they need to prove ROI and overall business value to their C-suite.