What is Career Mapping in HR? | Template + Example Guide 2023 (2023)

Employee career mapping planmay be first to enter the workforce, be promoted to a senior role, or make a lateral move. Employee career mapping offers a successful plan and identifies opportunities within an organization. Employee Career mapping plan helps both employer and employee.

As a Human Resource Professional, you should start strategizing now, no matter what stop your employees are on their professional journey.

From this article, we will be able to gather information on,

• What is Career Mapping?
• How Does a Career Mapping Work in a Company or Organization?
• How Does This Work for an Individual?
• Significant Factors to Consider in Developing a Career Path
• How to Get Help from Employees to Create Their Career Mapping Plan
• 4 Steps in Creating Career Mapping
• How to Design a Career Path in 5 Steps?
• Critical Factors for a Successful Career Mapping Implementation
• Career Path Progression Bar Graph Template
• Career Mapping/Development Plan [Template]

Let’s start.

What is Career Mapping?

Career mapping is an excellent way to increase employee retention and improve skills. Most of the employees leave their jobs because they do not have a clear path forward or are not sure how to grow to where they want to be. Career mapping provides a clear roadmap for employees and employers to illustrate how to benefit from the current position.

Where to Start Career Map

Every employee should have their own career map. Career mapping is the responsibility of the Human Resources Department. Human Resource Department should make sure each and every employee should have a career plan.

What is the position they should be in after the five years? How they achieve that position. These considerations are the responsibility of the Human resources department.

Career Mapping Plan Includes the Following:

• Employee information (specific) lists completed work and roles.
• Contains ideas or destinations for positions inside and outside the company
• Analyze skills and plan to fill any skill gaps in employees
• Employee professional network (Colleges and Reporting Hierarchy)

A comprehensive annual or semi-annual employee development plan should consider both short-term and long-term growth. Graphic as per below:

Preparing the career mapping for employees in the organization will benefit the company, especially during periods of employee redundancy. Many companies fail to realize that their most significant investment is not in factories, equipment, inventory, or property.

But the most significant investment in many companies is to pay employees’ salaries. Human capital is the most expensive and essential asset to a company’s success. Employees can often provide a competitive advantage in an environment where it is challenging to distinguish competitors.

How Does a Career Mapping Work in a Company or Organization?

By supporting employees through career planning and providing guidance on career paths within the company, it will be effective for companies to interact with employees and encourage them to sustain and contribute to the company’s growth.

Identifying and making a single career mapping for each and every person is usually better than providing one career mapping plan for all staff members. This helps employees grow to own their pathways

As a Human Resource Professional, you must find specific career plans for a group of selected employees if you don’t have much time to make a single career plan for an individual employee.

Because employees’ behavior, education, and skills are totally different, you should find out specific career plans for selected groups; by doing that, you can easily measure their KPIs according to the career mapping plan.

How Does Career Mapping Work for an Individual?

After reviewing the career mapping plan with the employee’s department head, Human Resource Representative should talk to the selected employees individually; in this conversation, Human Resource Representative should mention that the importance of the career mapping plan to the employee and show the pathway of achievement of their pathway.

Factors to Consider in Developing a Career Path

The following mentioned three factors to consider when developing a career path.

1. Must decide career goals and future jobs of employee

A career mapping plan can help get as many career options as possible, apart from work and the entire pursuit of self-care.

By doing so, the Human Resources Department should clearly know where the employee should be after five years.

Also, check whether there will be openings (Vacancies) for an employee by that time.

If not, how to get rid away from that issue? Like opening a new branch/cluster or location for that position.

2. Get a written career plan

Writing a plan is essential when working in an organization with employee performance and career development processes. If not, keep the self-plan and share it with the supervisor, human resources, and other personnel. Writing goals is an integral part of achieving them.

3. Develop a self-career path

There are opportunities to ask for guidance from others, but individuals are the first beneficiary of a planned career. The employee must find a mentor, apply for internal jobs, and develop the skills and experience required to achieve goals.

How to Get Help from Employees to Create Their Career Mapping Plan?

These ideas are how you can help your employees develop a career development plan:

1. Tell employees that you want to meet and discuss career development plans and expectations. Employees must consider their growth and development choices in advance and their career development in the company.

Human Resource Representatives should encourage the employees to discuss how to see their career development.

It recommended that employees be prepared and willing to consider the following questions:

• What career or career development goals do employees expect to achieve within five years?
• How are they planning to achieve their targets?
• Provide employees with opportunities to find alternatives to achieve their goals.

2. Human Resource Representatives should be suggesting how employees should pursue their career paths. Provide support in identifying and negotiating resources. So employees can achieve their career or career development goals.

3. Determine how career and personal goals will help employees to improve current job performance.

4. What additional support does the organization receive to help employees achieve these goals?

4 Steps in Creating Career Mapping

1. Evaluate Career Development Planning by Meeting

Employee negotiations to explore employee knowledge, skills, and abilities create a skill profile of experience, achievements, and interests.

2. Determine Employee Career Map

Identify other resources in the organization that meets the needs of employees. (Support from the department head, Other resources; training and development programs0

3. Department/Company Map

Identify gaps and explore the different types of positions available to employees in the future.

4. Explore other employment opportunities within the organization by asking,

“What if an employee couldn’t achieve their targets on time? What if an employee achieved the target, but there is no opportunity to promote and etc.”?

How to Design a Career Path in 5 Steps?

Step 1: Create a Career Roadmap

Growth and career development, Professional maps are usually displayed in charts so that each location or character can easily visualize as a platform.

Organizations can use existing qualification levels or scope of work to define vertical and horizontal hierarchies and can do this by providing company knowledge to create a common framework.

Some companies choose to provide other information, such as general strategies for changing occupations, the number of employees in specific job roles, and the increase in this group and different business units (especially business units).

This information is particularly useful when employees take on job roles in different business departments to become more diverse and improve their professional capabilities.

Step 2: Build Position Profiles

Provide an overview of professional roles in an employee career by outlining your core responsibilities, skills, and needs. To this end, consult experts in organizational matters, interview active leaders, and develop external industry benchmarks.

It is also essential to determine the qualifications and majors related to different occupations, positions, and stages. This situation may include education, skills, technical training, licensing, and certification, as recommended or required for successful performance at all stages.

Step 3: Identify Core Competencies & Expected Behaviors

Skills should specify the behaviors exhibited by the best performers and serve as performance criteria to define the various tasks required. In this way, change the career mapping plan through workplace skills, business strategies, and standards of conduct.

These skills are similar from one professional stage to another, but the difference between each step lies in the expected scope and the impact that the ability will exhibit.

Step 4: Incorporate Training & Development

By prioritizing placement characteristics and determining the critical experience employees can gain in their careers, organizations can link career paths to employee development.

Development opportunities may include, for example, a series of leadership training courses, long-term work, cross-functional teams, profit and loss responsibilities, or international risks. These experiences provide opportunities to develop employee skills that are essential for the next career stage.

Emphasizing necessary development experience helps managers and employees conduct more meaningful career discussions and determine possible career development directions.

Step 5: Establish Accountability

An organizational mechanism must establish to ensure its effectiveness due to the large number of resources invested in the career development process.

Accountability must set to provide that these mechanisms change business conditions by defining the roles and responsibilities of the people who support them.

Critical Factors for a Successful Career Mapping Implementation

1. Communication with employees and management

The company must communicate with employees about the organization’s professional development philosophy. Crucial issues may include:

• What is the role of managers and employees?
• Do employees have the right to guide their self-career development?
• Are managers responsible for employee career development?

Besides, what are the critical career success factors, such as company vision, depth, and professionalism?

2. Support from employee to management

Employees must furnish supervisors and representatives with vital devices, rules, formats, motivators, and internal communication strategies.

These are essential factors that help to inform employees about career decisions. Potential career management resources may include excellent physical or virtual career development centers, career consultants, assisting managers to become better career trainers, employee self-assessment, and career discussion guidelines.

3. Collaboration & Communities

Improving the relationship between employees is the right way for them to explore career options and help each other learn and grow.

Some of this includes; money, trade unions or associations, informal public interest groups, social media platforms, social events, and consulting/sponsored events.

4. Success stories

These certificates are examples of employees showing exciting and diverse career success paths. Success stories can motivate employees to consider how to choose a more creative personal career path when considering their future wishes.

5. Strategic Analytics

The foundation for the strategy of labor analysis already has an integrated career path.

What skills, expectations, and qualifications should employees have for to the career change, and what employees possess those skills?

This has to compare and streamline company strategies and employee abilities for successful career mapping.

Career Path Progression Bar Graph Template

Career Mapping/Development Plan [Template]

Top 3 FAQs & answers related to Employee Career Mapping

Summary of Employee Career Mapping

In today’s globalized and technical work environment, careers are no longer seen as vertical movements on the edge of the ladder. But today, we see career development as like climbing a wall.

Career mapping represents the specific role’s experience or work qualifications on an individual’s career path. Similarly, the career path should be multifaceted, providing assistance at every step of the talent management cycle and aligning the workforce with its future. In this way, a well-structured career path with relevant success factors can be essential in building organizational change and execution capabilities.

Once Human Resource Department sets deadlines, goals, and plans in employee career plans, they will need to continuously monitor their progress to ensure they follow the correct training courses. Get what they need on time.

A successful career development plan is one of the most critical factors that affect employee engagement and retention. Knowledge, skills, experience, and employment need to be a transparent organization to promote professional road maintenance capabilities to maintain employees.

In organizations, career mapping is an opportunity for career development. Organizational support is also considered a career path for organizations with formal processes. The career map includes the employee’s intended destination and steps, experience, and development and is critical to the journey’s progress.

The career path provides employees with guidance, methods for evaluating career progress, and opportunities to achieve their goals and milestones. To achieve desired goals, it needs to develop skills, seek employee development opportunities, and gain some experience when seeking career paths through the organization.

Career maps can not only determine the promotion direction of each employee but also help companies identify weak points and future goals. Career mapping is the process by which employers develop personal growth systems for companies. The career map illustrates the promotion needs of employees at all stages of their careers.

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