Response 1

WRITE A RESPONSE TO THE FOLLOWING POST:

1 posts
Re: Topic 7 DQ 1
Does career pathing lock an employee into a single career goal? Explain. To what extent should career pathing promote flexibility in employee career goals? Support your view.

  In todays diverse, global, and technologically savvy work environment, careers are no longer perceived as strictly vertical movements up the rungs of a ladder (Chao, & Thomas, 2013). Career pathing is the process through which an employee charts a course for career development inside an organization. Career pathing involves understanding what knowledge, skills, personal characteristics, and experience are required for an employee to progress his or her career laterally, or through access to promotions or departmental transfers. It focuses on identifying vertical and lateral opportunities for advancement or progression for each employee, and on understanding the skills, experiences, and personal and professional competencies necessary for success in each new role. When designed and implemented effectively, career pathing dramatically improves employee engagement, thereby offering extensive benefits to both individual employees and organizations (Talent Guard, n.d.).

  The extent of career pathing promote flexibility in employee career goals. A career advancement path does not necessarily mean moving from a lower to a higher position. Many companies offer dual career ladders, managerial, and technical career upgrade path. To give such employees a sense of advancement can use raises and bonuses or provide them with an assistant to take over their less critical responsibilities (Patton, McMahon, & Australian Council for Educational Research, 2001). Moving an employee between different posts at the same hierarchical level is another career path that does not involve a promotion. Job rotation can help when employees feel dissatisfied with their current post or existing team. It also offers a way for employees to have an overview of the company’s workflows and discover their real talent and passion among the many available roles.

  Our values, interests and personality type are a lot harder to change than a skill set. If there is a desire in finding the best career, then ignoring the realities that those qualities define is wrong. The first step, in defining is an employees qualities. Experience can also help achieve greater knowledge of personal needs. The more job-related avenues explored, the better idea of the interests, inspiration, challenges, satisfactions meet the needs for comfort and mental reassurance.

References:

Chao, J. & Thomas, D. (2013). When Developing a Career Path, What are the Key Elements to Include? Cornell University. Spring 2013. Retrieved from https://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1042&context=student

Patton, W., McMahon, M., & Australian Council for Educational Research. (2001). Career Development Programs: Preparation for Lifelong Career Decision Making. Australian Council for Education Research.

Talent Guard (n.d.). What is Career Pathing? Understanding the Answer to Todays Biggest Workplace Problem. Retrieved from https://talentguard.com/what-is-career-pathing/