What does Career/Development Planning look like in your organization? I am researching best practices from other companies in order to identify opportunities to take our Development Planning process to next level.

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CHRO in Consumer Goods2 years ago

we have a robust process that actually includes development conversations min of 1x per year, but in general 2x per year that includes direct manager + 1 over 1 manager to ensure multiple people have line of sight to career interests. They are called -tri-talks. We then calibrate/review development plans during talent reviews.

VP of HR in Miscellaneous2 years ago

We have a formal Career Exploration Program for front-line employees. The Program is four phases and includes self-assessments, formal learning, business line/role showcasing, career journey skills (how to write an outcomes-based resume, interviewing skills, etc.

VP of HR in Finance (non-banking)2 years ago

Does anyone set completion targets for the entire organization? First year with a global launch and I thought 25% would be a good start but we're at 43% company wide now, and I am contemplating what the 2024 target should be?

Director of HR in Manufacturing2 years ago

We have a SharePoint site with all our development resources. We encourage all employees to have a development plan and re-visit it at least annually. We also focus more centralized investment in critical roles and HIPOs.

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Curious to benchmark how organizations manage/support their job architectures/career frameworks, meaning who "owns" and is responsible for the framework itself, the enablement of it, job descriptions, etc. I've mostly seen it in Total Rewards (compensation) but we know Talent Management is a key stakeholder. Would love to hear how you all govern it and where the hand-offs/touchpoints are between those groups?

What do you prioritize the most in a job?

Benefits (healthcare, paid time off, etc.)7%

Hours flexibility22%

Location flexibility18%

Salary/income23%

Work-life balance13%

Workplace culture13%