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Critical Aspects of a Performance Management System:
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Developing Career Paths
One of the most critical concerns by today generation x and y
professional workforces is “what do I have to do to move up
within the organization, a program or improve my overall
technical competencies”. Recent studies have shown that
comprehensive career path and career development processes are
very high on potential employees’ criteria when looking at
career moves or potential employers. Therefore, if the
organization is truly interested in attracting and retaining a
committed workforce, planning and establishing a program of
career paths for current and future employees is essential.
Our recommended approach to this plan would be to review the
job profiles that have been developed, compare them to other
job families, and finally to the job profiles of senior
leaders. Then develop a plan for two separate career paths,
one for managerial positions and another for those individuals
that have no desire to go into management but want to maximize
their capabilities within a professional technical area of
expertise. This program should be accomplished utilizing an
in-house team facilitated by a professional outside consultant
services, and ensuring that the outcome meets the needs of
each employee as well as the strategic needs of Constructors.
Succession Planning |
