Roles and Responsibilities for Modern Career Pathways

Following on from Part 3, it’s not always clear whose responsibility career pathways are in an organization. It is likely that you will receive a different answer depending on who you ask. In reality, implementing career pathways is analogous to a change program and takes the whole team to succeed.

However, most people agree that there are 3 key stakeholders involved in the traditional career pathing process, the employee, their direct manager, and the organization.

Employees

Employees play a pivotal role in their own career development by taking ownership of their career pathway, identifying opportunities and actively pursuing their personal growth and learning. They need to take the initiative to identify their strengths and areas for improvement, set personal and professional goals, and seek out resources to enhance their skills. This may involve pursuing outside education, participating in training programs, seeking mentorship, and staying current with industry trends. By taking ownership of their career pathways, employees not only enhance their own job satisfaction and career prospects but also contribute to the overall success and innovation of their organization. Actively engaging in career development helps employees adapt to changing job markets, increases their employability, and aligns their personal ambitions with the strategic goals of their employers.

Human Resources

Human Resources (HR) plays a critical role in career development by establishing the infrastructure for employees to understand their potential career paths. HR can also provide information on how to pursue career opportunities by creating and managing programs and initiatives that support employee growth and progression. HR BP’s act as career guides to support both employees and their managers in planning and pursuing a career pathway.  They also facilitate skills assessment and validations that help employees understand their strengths and areas for improvement. Additionally, HR is responsible for developing clear career paths and succession planning strategies to ensure that employees can envision and work towards future roles within the organization. Finally, HR helps to retain talent, boost employee engagement, and ensure that the organization remains competitive and capable of meeting its long-term goals. This includes actively maintaining skills profiles, identifying emerging skills and communicating these changes to the organization.

Managers

Managers play a crucial role in career development by directly influencing and supporting their employees’ growth and progress. They act as mentors and coaches, providing regular feedback, guidance, and encouragement. Managers help employees set realistic and achievable career goals, and work with them to create actionable development plans. They identify opportunities for skill enhancement, such as on-the-job training, cross-functional projects, and attendance at industry conferences. By recognizing and leveraging each team member’s strengths, managers can align individual career aspirations with organizational objectives. Effective managers also advocate for their employees’ career advancement by providing visibility, recommending them for promotions or new roles, and supporting their participation in professional development programs. In fostering an environment where career development is a priority, managers help to build a motivated, skilled, and loyal workforce.

Company Leadership

Company leadership plays a critical role in career pathways by articulating it as an integral part of the organization’s strategy and supporting a culture that makes room for it. Leaders can do this by:

• Setting clear goals

Leaders can create and communicate a vision for employees at the company and set goals for internal promotions, training hours, and other related metrics.

• Creating a supportive environment

Leaders can encourage employees to develop their potential by celebrating success stories, sharing progression toward goals and wrapping development into their personal narrative. This can lead to a culture that embraces career development and encourages employees to take empowered to take agency over their future.

• Having career development discussions with their direct report

Career development isn’t only for front-line employees, it’s critical for all employees and aligns closely with succession planning. Leaders can set an example by helping their direct reports understand the organization’s needs and identify gaps in their skill sets. They can also communicate these gaps and offer guidance on how to close them.

In summary, modern career pathways require collaboration among employees, managers, HR, and company leadership, resembling a change program. Employees must take ownership of their career development by identifying opportunities, setting goals, and seeking out resources for growth. HR provides the infrastructure, programs, and support needed for career development, including skills assessment and succession planning. Managers play a key role by mentoring, providing feedback, and helping employees set and achieve career goals, as well as identifying skill enhancement opportunities. Company leadership supports career pathways by setting clear goals, creating a supportive environment, and engaging in career development discussions with direct reports. Together, these stakeholders ensure a dynamic, effective career development system that aligns personal and organizational goals.

Click here to read the concluding article and learn how you can use technology to support development.