Career Paths E-Book

Gary W. Carter

• Herausgeber: John Wiley & Sons
• Kategorie: Geisteswissenschaft
• Serie: Industrial and Organizational Psychology Practice
• Sprache: Englisch

Seitenzahl: 211

Veröffentlichungsjahr: 2011

Beschreibung

CAREER PATHS

“I like how Carter, Cook, and Dorsey have balanced the perspective and needs of the employee with the needs of the organization. They’ve provided a practical toolkit for practitioners, rooted in a strong conceptual model. I have looked at other sources on career paths in organizations, but this is the book I’d actually use to design a system.”
Steven D. Ashworth Ph.D, Manager, Human Resource Research & Analysis, Sempra Energy Utilities

“If you are, like me, a consultant who helps organizations develop and utilize their talent toward maximum performance; or a business leader building a worldclass organization with limited financial resources; or a Human Resources manager whose Generation Y employees are anxious to get ahead – you need to read this book. It clearly defines the ‘why’ and ‘how’ of using career path models as the foundation for a comprehensive talent management process.”
Gena Cox Ph.D, Managing Consultant, Human Capital Resource Center

Career Paths offers a career path model and useful tools and tips for developing, implementing, and integrating career paths into talent management systems. The authors describe the value of career paths from individual employee, organizational, and industry standpoints and show how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, and retention programs. With a sample career path guide and a list of resources for organizations, this book is an indispensable reference for HR professionals, managers and executives, training and development professionals, and organizational consultants.

Leseprobe

Contents

Series Editor’s Preface

Preface

Chapter 1 Introduction

What are Career Paths?

The Goal of This Book

Overview

Chapter 2 A Conceptual Toolkit for Constructing Career Paths

Career Path Attributes

Career Path Patterns

Outcomes

The Bottom Line

Chapter 3 A Practical Toolkit for Constructing Career Paths

Sources and Methods

Past

Present

Future

A Note about the Special Role of Interviews and Focus Groups

How to Construct Career Paths

Initial Steps

Sequential List of Positions or Roles

Qualifications

Critical Developmental Experiences

Competencies that are Accrued, Strengthened, or Required

Career Success Factors

Other Information

Explicit Focus on Movement

Promoting Alignment

Assessment of Personal Attributes and Career Paths

Implementation Tips

The Bottom Line

Chapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development

Connecting the Employee to the Organization

Engaging the New Workforce

Recruitment and Hiring

Retention

Promotion

Development Planning and Execution

The Bottom Line

Chapter 5 Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identification and Development of Executive Talent, and Succession Management

Keeping an Eye on the Big Picture

Strategic Workforce Planning

Identifying and Developing Early-Career, High-Potential Leadership Talent

Who Are Our High Potentials?

How Can We Develop (and Promote) Them Faster?

Managing Communications Regarding High Potentials

Succession Management

Evaluating Readiness for Promotion in the Context of Succession Management

Methods for Evaluating Readiness

Keeping Those “Not Yet Ready” on the Path(s) to Get There

The Bottom Line

Chapter 6 Expanding Success Beyond the Individual Organization – Industry and Economic Development Perspectives

Career Paths and the Industry Perspective

Examples

Differences between Industry Career Paths and Organizational Career Paths

Career Paths and the Economic Development Perspective

Examples

Differences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths

Labor Market Analyses and Analyses of Cross-Occupation Requirements

Labor Market Analyses

Analyses of Requirements across Occupations

The Bottom Line

Chapter 7 Looking to the Future

Trend One – Demographic Trends

Implications for Organizations

Trend Two – Technology

Implications for Organizations

Trend Three – Globalization and Changing Organizational Structures

Implications for Organizations

Trend Four – Defining Career Success

Implications for Organizations

The Bottom Line

Career Path Resource List

Notes

References

Name Index

Subject Index

Praise for Career Paths

“I like how Carter, Cook, and Dorsey have balanced the perspective and needs of the employee with the needs of the organization. They’ve provided a practical toolkit for practitioners, rooted in a strong conceptual model. I have looked at other sources on career paths in organizations, but this is the book I’d actually use to design a system.”

Steven D. Ashworth, Ph.D, Manager – Human Resource Research & Analysis, Sempra Energy Utilities

“Career Paths is a straight-forward guide to strategic talent management, illustrating how to integrate recruitment/selection with training/development. It is highly recommended to human resource and employee development professionals who want to optimize their use of human resources.”

Paul E. Spector, University of South Florida

“If you are, like me, a consultant who helps organizations develop and utilize their talent toward maximum performance; or a business leader trying to build a world-class organization with limited financial resources; or a Human Resources manager whose Generation Y employees are anxious to get ahead—you need to read this book. It clearly defines the ‘why’ and ‘how’ of using career path models as the foundation for a comprehensive talent management process. The ideas and methods defined in this book will help organizational leaders provide the structure to support employees’ ambitions and will help employees understand exactly what they need to do to successfully manage their own careers. I am adding this book to my professional reference library.”

Gena Cox, PhD, Managing Consultant, Human Capital Resource Center

Talent Management Essentials

Series Editor: Steven G. Rogelberg, Ph.DProfessor and Director Organizational Science, University of North Carolina – Charlotte

Senior Advisory Board:

Eric Elder, Ph.D., Director, Talent Management, Corning IncorporatedWilliam H. Macey, Ph.D., Chief Executive Officer, Valtera CorporationCindy McCauley, Ph.D., Senior Fellow, Center for Creative LeadershipElaine D. Pulakos, Ph.D., Chief Operating Officer, PDRI, a PreVisor CompanyDouglas H. Reynolds, Ph.D., Vice President, Assessment Technology, Development Dimensions InternationalAnn Marie Ryan, Ph.D., Professor, Michigan State UniversityLise Saari, Ph.D., Director, Global Workforce Research, IBMJohn Scott, Ph.D., Vice President, Applied Psychological Techniques, Inc.Dean Stamoulis, Ph.D., Managing Director, Executive Assessment Practice Leader for the Americas, Russell Reynolds Associates

Special Features

Each volume contains a host of actual case studies, sample materials, tips, and cautionary notes. Issues pertaining to globalization, technology, and key executive points are highlighted throughout.

Titles in the Talent Management Essentials series:

Performance Management: A New Approach for Driving Business ResultsElaine D. Pulakos

Designing and Implementing Global Selection SystemsAnn Marie Ryan and Nancy T. Tippins

Designing Workplace Mentoring Programs: An Evidence-Based ApproachTammy D. Allen, Lisa M. Finkelstein, and Mark L. Poteet

Career Paths: Charting Courses to Success for Organizations and Their EmployeesGary W. Carter, Kevin W. Cook, and David W. Dorsey

Mistreatment in the Workplace: Prevention and Resolution for Managers and OrganizationsJulie B. Olson-Buchanan and Wendy R. Boswell

Developing Women Leaders: A Guide for Men and Women in OrganizationsAnna Marie Valerio

Employee Engagement: Tools for Analysis, Practice, and Competitive AdvantageWilliam H. Macey, Benjamin Schneider, Karen M. Barbera, and Scott A. Young

Online Recruiting and Selection: Innovations in Talent AcquisitionDouglas H. Reynolds and John Weiner

Senior Executive Assessment: A Key to Responsible Corporate GovernanceDean Stamoulis

Real Time Leadership DevelopmentPaul R. Yost and Mary Mannion Plunkett

This edition first published 2009© 2009 Gary W. Carter, Kevin W. Cook, and David W. Dorsey

Blackwell Publishing was acquired by John Wiley & Sons in February 2007. Blackwell’s publishing program has been merged with Wiley’s global Scientific, Technical, and Medical business to form Wiley-Blackwell.

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The right of Gary W. Carter, Kevin W. Cook, and David W. Dorsey to be identified as the authors of this work has been asserted in accordance with the Copyright, Designs and Patents Act 1988.

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Library of Congress Cataloging-in-Publication Data

Carter, Gary W.Career paths : charting courses to success for organizations and their employees / Gary W. Carter, Kevin W. Cook, and David W. Dorsey.p. cm. – (Talent management essentials)Includes bibliographical references and index.ISBN 978-1-4051-7733-7 (hardcover : alk. paper) – ISBN 978-1-4051-7732-0 (pbk. : alk. paper) 1. Careers. 2. Industrial management. 3. Organizational effectiveness. 4. Success in business. I. Cook, Kevin W. II. Dorsey, David, 1952– III. Title.HF5381.C3684 2009358.3′128–dc22

2008052088

To Robin, William, Matthew and Evan. GWC

To Ann, Jason and Lindsay. KWC

To Diana and Emily. DWD

Series Editor’s Preface

The Talent Management Essentials series presents state-of-the-art thinking on critical talent management topics ranging from global staffing, to career pathing, to engagement, to executive staffing, to performance management, to mentoring, to real-time leadership development. Authored by leading authorities and scholars on their respective topics, each volume offers state-of-the-art thinking and the epitome of evidence-based practice. These authors bring to their books an incredible wealth of experience working with small, large, public, and private organizations, as well as keen insights into the science and best practices associated with talent management.

Written succinctly and without superfluous “fluff,” this series provides powerful and practical treatments of essential talent topics critical to maximizing individual and organizational health, well-being, and effectiveness. The books, taken together, provide a comprehensive and contemporary treatment of approaches, tools, and techniques associated with Talent Management. The goal of the series is to produce focused, prescriptive volumes that translate the data- and practice-based knowledge of organizational psychology, human resources management, and organizational behavior into practical, “how to” advice for dealing with cutting-edge organizational issues and problems.

Talent Management Essentials is a comprehensive, practitioner-oriented series of “best practices” for the busy solution-oriented manager, executive, HR leader, and consultant. And, in its application of evidence-based practice, this series will also appeal to professors, executive MBA students, and graduate students in Organizational Behavior, Human Resources Management, and I/O Psychology.

Steven Rogelberg

About the Series Editor

Steven G. Rogelberg Ph.D., is Professor and Director of Organizational Science a the University of North Carolina Charlotte. He is a prolific and nationally recognized scholar. Besides academic journals, his work has been featured in many popular press outlets (e.g., NPR, CBS News, Chicago Tribune, LA Times, Wall Street Journal). He is the current Editor of Journal of Business and Psychology. Besides his academic work, he founded and/or led three successful talent management consulting organizations/units.

Preface

The world has changed drastically, and these changes have had a profound impact on careers. Global competition, outsourcing, off-shoring, mergers, and acquisitions have impacted the employment relationship in fundamental ways, and societal and cultural changes have resulted in complex and highly varied career patterns.

Career paths have become increasingly varied, fluid, and emergent as people make career decisions within a highly dynamic organizational, societal, and global economic milieu. However, while career paths are increasingly complex and dynamic, they are by no means random, but rather can be understood and influenced. Indeed, this book demonstrates that in today’s world, individuals and organizations must focus on career paths if they are to achieve their goals and maximize their success.

Employees must assume increasing levels of responsibility for managing their careers, and organizations must offer meaningful career paths and flexible and alternative work arrangements to retain valued employees.The increasing need for an agile and ready workforce makes it important to attend more closely to the movement – and potential movement – of individuals within and among organizations and to the factors that make people suitable for jobs in diverse settings.It has become imperative for organizations to understand the capabilities of employees so that they can be optimally deployed, and to actively work with individuals to build their capabilities as they move through a series of roles.

The factors that have so dramatically changed career paths are the same factors that have made it imperative to focus on them. The well-worn paths of yesterday were easy to follow. In today’s world, you must chart your course to success.

In this book, we demonstrate that career paths are the centerpiece of effective talent management systems, and highly useful mechanisms for realizing organizations’ strategic human capital visions in today’s world. We illustrate how career paths can be used to bring together individual career development, education and training, recruitment, hiring, retention, workforce planning, and succession management in a manner that ensures that individual and organizational needs and goals are met, and that enhances the potential of individuals and their effectiveness within organizations.

We also show, step by step, how to construct career paths, how to integrate career paths into a variety of human capital tools and processes, and how to use those paths to maximize individual and organizational potential. Practical advice and examples are provided throughout the book. We translate principles and concepts into concrete and practical career path development and implementation steps that business leaders, human resource professionals, industry representatives, educators, and training and development professionals can apply to maximize the success of individual employees, organizations, and industries.

Acknowledgments

Barbara Derwart who provided important insights into the economic development perspective on career paths. Roxanne Worden, Steve Gerety, and John Canery who provided assistance in preparing the figures and graphics for this book. Steven Rogelberg and an anonymous reviewer for their helpful comments and suggestions. Elaine Pulakos for inspiring us to write this book, but not for making it look easy. All of our colleagues at DDI and PDRI for their insights and expertise.