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Organizational Tools: Career Management Systems
Over the past four years, 12 major research studies have been published that identify organizational factors that drive employee engagement. One of the top eight factors is "Career Growth Opportunities." This is defined as the degree to which an employee feels that there are future opportunities for career growth and promotion within the company and, to a lesser degree, is aware of a clearly defined career path.
How useful is a career path alone without the tools and resources needed to prepare for possible new roles and move about the path? By having access to information and resources for developing critical skills and competencies that prepare employees for the next move or turn in the career path, individuals can begin managing their own careers and taking control of their personal development. Hence the term Career Management System (CMS) comes into play.
A well-built CMS allows for an organization's objectives and strategies to be supported by key players' aspirations, skills and preferences. It is the result of a deep understanding of the organization's strategy and mission-critical competencies that will drive the organization toward its goals. At the center of the CMS is a set of high definition competency models that include the critical skills and behaviors that provide the framework for performance. This framework is then integrated into a company's various talent systems that may include selection, training, development, performance management, etc. A well-supported CMS is powered by various tools such as validated selection assessments, individual development tools, career pathing resources, succession plans, and engagement surveys. The figure below illustrates the CMS.
