“Career Management” was a jargon for me till I attended a training about that. Career management & development has lot of tags attached to it like Talent, Competency, Skills, Job level, Roles & Responsibilities, Career, Improvement Plans, etc..etc..! We need to understand distinct meaning for each word to differentiate what we know with what really is it.
Once a resource joined a project almost all his future decided with the Job level, Tenure in that Job Role, How was his performance? Here is a 2 x 2 grid framework which utilizes two key factors – Tenure in Roles & Performance in deciding career development of the resource.
Learn the Job? – New to Job? New to a Role? Both scenarios fall under this category. As soon as a resource inducted/promoted in a team, his/her performance will be measured against goals set for that individual based on the roles & responsibilities attached to his/her job level.
Stretch Goals? – Resource is picking up job knowledge very well in short span of time. What to do now? Promote? Nope. Getting more exposure, in other words experience in a job level is more important for promotion. If a resource perform beyond his goals set then challenge him/her with more complex goals. This will make the project benefit out of increased productivity and also resource gets trained on number of required activities.
Improve performance? – A resource spending years in a job level without improving his performance. What do we do? “Fire him!”🙂 This will be the word management will propose. Lower the goals & give the individual a positive feeling. Identify the missing critical skill. Put him/her on training. Slowly develop the individual based on his/her own talent.
Future Responsibilities? – A resource found to be performing well for longer period of time within a job role – here comes the promotion part. Every organization has its own policies & procedures for promotion. Hence the tenure & performance scales differ. It is up to the manager to convince upper management for an individual’s promotion with all evidences.
Key points for thought:
1. Anyone will move from one quadrant to another quadrant within a performance cycle.
2. Ignored or delayed action on each quadrant results loss to the organization & de-motivate resources
3. Keep & do regularly update resources talent assessment & skill inventory