Employee career evolution

 

Employee career evolution

Figure 1: Employee career evolution (source: Reef Guardian, 2021).

Companies with the most talented, capable, and high-performing employees tend to succeed. However, no organization can recruit an entire workforce of ready-made stars. That's why employee professional development, which is a key element of talent management systems, is so important (brighthr, 2021).

Professional development is about making sure your employees reach their potential so they can make long-term contributions to your organization (brighthr, 2021).

 

Why career development is important?

Career development is important because you can achieve more in your life if you develop as a person. Without professional growth, there will be no room for growth, which can lead to stagnation. Stagnation can lead to feelings of frustration and depression because of your situation. This can significantly affect your goals and objectives in life.

Effective career development can be a differentiator. 74% of companies have plans to develop more talent in-house in future (CIPD, 2015).

 Below are the reasons why professional growth is very important for people:

·         Career development helps people reach their potential

·         Professional development will help you to be independent on your own terms.

·         Professional development can help people achieve their career goals.

·         Professional development is important for the future of business.

·         Professional development allows employees to identify hidden talents and skills.

 Professional development is not just a management responsibility. It is a complex organizational process that engages people, resolves their ambitions, assigns them roles and responsibilities commensurate with their potential, evaluates their performance, and creates positions to meet employee growth ambitions. As part of the career development cycle, a number of measures should be taken at different levels, namely:

Employee

·         Determine what they want from their career now and in the future.

·         Explore your interests and ambitions individually or with your supervisors.

·         Develop development plans by checking with managers to complete work in progress and considering long-term perspectives.

·         Work with executives to find on-the-job training, training opportunities and other career development pathways. 

Managers/Supervisors

·         Identify the knowledge, skills, competencies and experience related to the job needed for the staff member to be effective in this position.

·         Help subordinates identify their short- and long-term development needs that support the organization's career goals and objectives.

·         Support staff development plans by identifying specific actions to be taken to achieve training objectives.

·         Help the employee understand what kind of job is best suited for his or her career growth.

Organization/ Management

·         Provide a work and reward structure that supports organizational and individual growth.

·         Enrich workplaces to create more challenges in the work environment.

·         Provide time and funding for staff development activities.

·         Create processes that benefit from each employee's knowledge, skills and abilities.

·         Evaluate employees and create succession pipe-lines for vital job positions in the organization.

(empxtrak, 2009).

Employee career evolution Program in Majid Al Futtaim Retail

 Majid Al Futtaim –Retail is constantly emphasizing on how employees are the company’s greatest assets. In light of furthering their talents’ ambitions, they have developed and implemented Employee Career Evolution program in 2018.

Each employees deserves to establish his/her career path through a well-defined career cycle that encourages development. The ECE program promotes employee’s career’s next step in a fair systematic and efficient way. Through this initiative, they have established a clear roadmap for you to be shortlisted for available vacancies when you meet the criteria and shine amongst your peers.

 Figure 2: Majid Al Futtaim Career ladder

 Each staff member has to fulfil certain eligibility requirements, the criteria for which as follow

•         General                                    : Degree and Qualification

•         Technical                                 : Awareness and experience

•         Personality                              : Skills and Qualities

•         Management Feedback           : Recommendations

 

The steps required to be followed for the application process are

•         Application form submission to HC

•         HC department  profiling, direct management feedback

•         LMS E testing

•         Panel interview ; Evolution & selection per level

•         Releasable pool of accepted candidates (ready for allocation)

Figure 3: Sample Forms

There are additional criteria’s that will apply to all applicant regardless of the position they are applying for.

•         All candidates should have clear records ( No Disciplinary action records in the last past 6 months)

•         Required trainings to be completed prior to applying, In case the applicant did not attend a required trainings he/she should be scheduled as soon as possible. 

 

References

brighthr, 2021. Career development for your employees. brighthr.

CIPD, 2015. Resourcing and Talent Planning, London: CIPD.

empxtrak, 2009. White Papers: Career Development of Employees. [Online]
Available at: https://empxtrack.com/blog/employee-career-development/
[Accessed 30 November 2021].

Reef Guardian, 2021. Reef Guardian. [Online]
Available at: https://www.reefguardian.org/career-development-why-it-matters/
[Accessed 5 december 2021].