Love this article. At a time where one of my focuses is working on career development for a specific department for my current employer, I found this article incredibly relevant and validation that I am ont he right track in my strategic approach.
I am currently in the process of working with a hiring manager to re-vamp internal job descriptions within his team. Not only are we detailing the specific SKA’s, qualifications, and job duties, but also incorporating compensation and length of time working in each position before transitioning to a more challenging role. While we have had success in the past with internal promotions, the more quickly our organizations grows out of the start-up phase, the more we find that we need to streamline our internal processes and strategies, especially within the realm of succession planning and career development.
As one of my passions is developing people, I am immensely enjoying my role in succession planning and career development.
What are your best practices in the areas of succession planning and career development?