Thank you for visiting us. We are currently updating our shopping cart and regret to advise that it will be unavailable until September 1, 2014. We apologise for any inconvenience and look forward to serving you again.

Wiley
Wiley.com
Print this page Share

Career Paths: Charting Courses to Success for Organizations and Their Employees

ISBN: 978-1-4051-7733-7
176 pages
May 2009, Wiley-Blackwell
Career Paths: Charting Courses to Success for Organizations and Their Employees (1405177330) cover image
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
See More
Series Editor's Preface xi

Preface xiii

Chapter 1 Introduction 1

What are Career Paths? 2

The Goal of This Book 19

Overview 21

Chapter 2 A Conceptual Toolkit for Constructing Career Paths 23

Career Path Attributes 26

Career Path Patterns 27

Outcomes 29

The Bottom Line 31

Chapter 3 A Practical Toolkit for Constructing Career Paths 33

Sources and Methods 34

Past 34

Present 37

Future 37

A Note about the Special Role of Interviews and Focus Groups 38

How to Construct Career Paths 39

Initial Steps 39

Sequential List of Positions or Roles 47

Qualifi cations 53

Critical Developmental Experiences 54

Competencies that are Accrued, Strengthened, or Required 56

Career Success Factors 60

Other Information 63

Explicit Focus on Movement 64

Promoting Alignment 64

Assessment of Personal Attributes and Career Paths 64

Implementation Tips 65

The Bottom Line 67

Chapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development 69

Connecting the Employee to the Organization 69

Engaging the New Workforce 72

Recruitment and Hiring 73

Retention 80

Promotion 81

Development Planning and Execution 83

The Bottom Line 89

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

Keeping an Eye on the Big Picture 91

Strategic Workforce Planning 92

Identifying and Developing Early-Career, High-Potential Leadership Talent 95

Who Are Our High Potentials? 95

How Can We Develop (and Promote) Them Faster? 97

Managing Communications Regarding High Potentials 98

Succession Management 99

Evaluating Readiness for Promotion in the Context of Succession Management 101

Methods for Evaluating Readiness 102

Keeping Those "Not Yet Ready" on the Path(s) to Get There 102

The Bottom Line 105

Chapter 6 Expanding Success Beyond the Individual Organization – Industry and Economic Development Perspectives 107

Career Paths and the Industry Perspective 109

Examples 110

Differences between Industry Career Paths and Organizational Career Paths 116

Career Paths and the Economic Development Perspective 118

Examples 120

Differences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths 124

Labor Market Analyses and Analyses of Cross-Occupation Requirements 125

Labor Market Analyses 125

Analyses of Requirements across Occupations 126

The Bottom Line 127

Chapter 7 Looking to the Future 129

Trend One – Demographic Trends 130

Implications for Organizations 131

Trend Two – Technology 132

Implications for Organizations 134

Trend Three – Globalization and Changing Organizational Structures 134

Implications for Organizations 135

Trend Four – Defi ning Career Success 136

Implications for Organizations 136

The Bottom Line 137

Career Path Resource List 139

Notes 143

References 147

Name Index 151

Subject Index 153

See More
Dr. Carter is a Vice President of Personnel Decisions Research Institutes (PDRI), a leading human capital consulting firm. He is the leader of human capital consulting services in PDRI’s Washington, DC office. Dr. Carter has over 20 years of experience designing and implementing human capital systems and processes. He has designed career paths and talent management tools integrated with career paths for many clients.

Dr. Cook has more than 12 years of experience in design, development, implementation and evaluative research of assessment and development methodologies at all employee levels. Currently, he focuses on the development and global launch of executive level assessment and development capabilities as well as direct support of multinational implementations.

Dr. Dorsey is a Vice President at Personnel Decisions Research Institutes (PDRI). He has more than 15 years of experience in human capital consulting and applied research and development. He has conducted innovative work in the areas of performance measurement, career management, and training and development. Dr. Dorsey has produced numerous professional book chapters, articles, and presentations, and he is the recipient of multiple research awards.

See More
  • 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
See More
"Versatility in talent is an organizational imperative, where career paths must link to both individual and organizational goals – this book provides a step-by-step guide on how to make that happen in your company."
Jennifer Burnett, Talent Management Executive

“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, PhD, 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

See More
Back to Top