G Carter
John Wiley & Sons
e druk, 2009
9781405177320
Career Paths – Charting Courses to Success for Organizations and Their Employees
Charting Courses to Success for Organizations and Their Employees
Specificaties
Paperback, 176 blz.
|
Engels
John Wiley & Sons |
e druk, 2009
ISBN13: 9781405177320
Rubricering
Onderdeel van serie
Talent Management Essentials
Verwachte levertijd ongeveer 9 werkdagen
Samenvatting
Career Paths provides practical tools and tips for developing and implementing career paths in the workplace.
Discusses available resources organizations can use in developing career paths
Includes a sample career path guide
Describes how career path efforts can be integrated with recruitment and hiring, strategic planning, succession management, employee development, and retention programs
Explains how to improve employee retention using career paths and how to integrate career paths into employee training and development systems
Provides conceptual and practical toolkits for constructing career paths
Discusses dimensions that impact career paths, such as employee movement and the nature of employee expertise
Specificaties
ISBN13:9781405177320
Taal:Engels
Bindwijze:paperback
Aantal pagina's:176
Uitgever:John Wiley & Sons
Hoofdrubriek:Mens en maatschappij
Inhoudsopgave
Series Editor′s Preface xi
<p>Preface xiii</p>
<p>Chapter 1 Introduction 1</p>
<p>What are Career Paths? 2</p>
<p>The Goal of This Book 19</p>
<p>Overview 21</p>
<p>Chapter 2 A Conceptual Toolkit for Constructing Career Paths 23</p>
<p>Career Path Attributes 26</p>
<p>Career Path Patterns 27</p>
<p>Outcomes 29</p>
<p>The Bottom Line 31</p>
<p>Chapter 3 A Practical Toolkit for Constructing Career Paths 33</p>
<p>Sources and Methods 34</p>
<p>Past 34</p>
<p>Present 37</p>
<p>Future 37</p>
<p>A Note about the Special Role of Interviews and Focus Groups 38</p>
<p>How to Construct Career Paths 39</p>
<p>Initial Steps 39</p>
<p>Sequential List of Positions or Roles 47</p>
<p>Qualifi cations 53</p>
<p>Critical Developmental Experiences 54</p>
<p>Competencies that are Accrued, Strengthened, or Required 56</p>
<p>Career Success Factors 60</p>
<p>Other Information 63</p>
<p>Explicit Focus on Movement 64</p>
<p>Promoting Alignment 64</p>
<p>Assessment of Personal Attributes and Career Paths 64</p>
<p>Implementation Tips 65</p>
<p>The Bottom Line 67</p>
<p>Chapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development 69</p>
<p>Connecting the Employee to the Organization 69</p>
<p>Engaging the New Workforce 72</p>
<p>Recruitment and Hiring 73</p>
<p>Retention 80</p>
<p>Promotion 81</p>
<p>Development Planning and Execution 83</p>
<p>The Bottom Line 89</p>
<p>Chapter 5 Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identifi cation and Development of Executive Talent, and Succession Management 91</p>
<p>Keeping an Eye on the Big Picture 91</p>
<p>Strategic Workforce Planning 92</p>
<p>Identifying and Developing Early–Career, High–Potential Leadership Talent 95</p>
<p>Who Are Our High Potentials? 95</p>
<p>How Can We Develop (and Promote) Them Faster? 97</p>
<p>Managing Communications Regarding High Potentials 98</p>
<p>Succession Management 99</p>
<p>Evaluating Readiness for Promotion in the Context of Succession Management 101</p>
<p>Methods for Evaluating Readiness 102</p>
<p>Keeping Those "Not Yet Ready" on the Path(s) to Get There 102</p>
<p>The Bottom Line 105</p>
<p>Chapter 6 Expanding Success Beyond the Individual Organization Industry and Economic Development Perspectives 107</p>
<p>Career Paths and the Industry Perspective 109</p>
<p>Examples 110</p>
<p>Differences between Industry Career Paths and Organizational Career Paths 116</p>
<p>Career Paths and the Economic Development Perspective 118</p>
<p>Examples 120</p>
<p>Differences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths 124</p>
<p>Labor Market Analyses and Analyses of Cross–Occupation Requirements 125</p>
<p>Labor Market Analyses 125</p>
<p>Analyses of Requirements across Occupations 126</p>
<p>The Bottom Line 127</p>
<p>Chapter 7 Looking to the Future 129</p>
<p>Trend One Demographic Trends 130</p>
<p>Implications for Organizations 131</p>
<p>Trend Two Technology 132</p>
<p>Implications for Organizations 134</p>
<p>Trend Three Globalization and Changing Organizational Structures 134</p>
<p>Implications for Organizations 135</p>
<p>Trend Four Defi ning Career Success 136</p>
<p>Implications for Organizations 136</p>
<p>The Bottom Line 137</p>
<p>Career Path Resource List 139</p>
<p>Notes 143</p>
<p>References 147</p>
<p>Name Index 151</p>
<p>Subject Index 153</p>
<p>Preface xiii</p>
<p>Chapter 1 Introduction 1</p>
<p>What are Career Paths? 2</p>
<p>The Goal of This Book 19</p>
<p>Overview 21</p>
<p>Chapter 2 A Conceptual Toolkit for Constructing Career Paths 23</p>
<p>Career Path Attributes 26</p>
<p>Career Path Patterns 27</p>
<p>Outcomes 29</p>
<p>The Bottom Line 31</p>
<p>Chapter 3 A Practical Toolkit for Constructing Career Paths 33</p>
<p>Sources and Methods 34</p>
<p>Past 34</p>
<p>Present 37</p>
<p>Future 37</p>
<p>A Note about the Special Role of Interviews and Focus Groups 38</p>
<p>How to Construct Career Paths 39</p>
<p>Initial Steps 39</p>
<p>Sequential List of Positions or Roles 47</p>
<p>Qualifi cations 53</p>
<p>Critical Developmental Experiences 54</p>
<p>Competencies that are Accrued, Strengthened, or Required 56</p>
<p>Career Success Factors 60</p>
<p>Other Information 63</p>
<p>Explicit Focus on Movement 64</p>
<p>Promoting Alignment 64</p>
<p>Assessment of Personal Attributes and Career Paths 64</p>
<p>Implementation Tips 65</p>
<p>The Bottom Line 67</p>
<p>Chapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development 69</p>
<p>Connecting the Employee to the Organization 69</p>
<p>Engaging the New Workforce 72</p>
<p>Recruitment and Hiring 73</p>
<p>Retention 80</p>
<p>Promotion 81</p>
<p>Development Planning and Execution 83</p>
<p>The Bottom Line 89</p>
<p>Chapter 5 Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identifi cation and Development of Executive Talent, and Succession Management 91</p>
<p>Keeping an Eye on the Big Picture 91</p>
<p>Strategic Workforce Planning 92</p>
<p>Identifying and Developing Early–Career, High–Potential Leadership Talent 95</p>
<p>Who Are Our High Potentials? 95</p>
<p>How Can We Develop (and Promote) Them Faster? 97</p>
<p>Managing Communications Regarding High Potentials 98</p>
<p>Succession Management 99</p>
<p>Evaluating Readiness for Promotion in the Context of Succession Management 101</p>
<p>Methods for Evaluating Readiness 102</p>
<p>Keeping Those "Not Yet Ready" on the Path(s) to Get There 102</p>
<p>The Bottom Line 105</p>
<p>Chapter 6 Expanding Success Beyond the Individual Organization Industry and Economic Development Perspectives 107</p>
<p>Career Paths and the Industry Perspective 109</p>
<p>Examples 110</p>
<p>Differences between Industry Career Paths and Organizational Career Paths 116</p>
<p>Career Paths and the Economic Development Perspective 118</p>
<p>Examples 120</p>
<p>Differences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths 124</p>
<p>Labor Market Analyses and Analyses of Cross–Occupation Requirements 125</p>
<p>Labor Market Analyses 125</p>
<p>Analyses of Requirements across Occupations 126</p>
<p>The Bottom Line 127</p>
<p>Chapter 7 Looking to the Future 129</p>
<p>Trend One Demographic Trends 130</p>
<p>Implications for Organizations 131</p>
<p>Trend Two Technology 132</p>
<p>Implications for Organizations 134</p>
<p>Trend Three Globalization and Changing Organizational Structures 134</p>
<p>Implications for Organizations 135</p>
<p>Trend Four Defi ning Career Success 136</p>
<p>Implications for Organizations 136</p>
<p>The Bottom Line 137</p>
<p>Career Path Resource List 139</p>
<p>Notes 143</p>
<p>References 147</p>
<p>Name Index 151</p>
<p>Subject Index 153</p>