Monitoring career fitment of an employee

Ensure that the career plan has been saved, and is still available in the “Record Career Planning” page.
In the “Record Career Planning” page, select the specific job for which you require to monitor the employee’s career fitment. To select the job, check the “Select” box in the row containing the job, in the “Career Plan” multiline.
Select the “Monitor Career Progress” hyperlink from the “Employee Career Plan” page.
The “Monitor Career Fitment” page appears.
The system displays the following

Date Format	The date format applicable to the login user. Tell me more.
Career Planning Unit	The employee’s career planning unit selected in the previous page.
Employment Unit	The employment unit selected in the previous page.
Employee	The employee code and name from the previous page.

The system displays the following under the “Career Plan Details” group box.

Sequence No.	The sequence number of the job, within the career plan selected in the previous page.
Job Title	The title of this job, in the career plan.
Department	The code of the department that will pertain to the job you selected in the career plan.
Position Title	The title of the position that will pertain to the job you selected in the career plan.
Planned Date From	The date from which the job will be effective, as per the career plan.
Planned Date To	The date until which the job will be effective, as per the career plan.

To monitor career fitment for the job selected in the previous page

In the “Progress Monitor Date” field, enter the date for which you require to monitor the employee’s fitment for the planned job. The job refers to the one displayed under the “Job Title” field, selected from the career plan in the previous page.
Select the “Get Details” pushbutton.
The system displays the comparison between the employee’s possessed skills and the skills that the organization requires for this job, in the “Competency Gaps” multiline as follows. See example.

Competency

Each competency required for the job.

These competencies are defined already for the specific job, in the “Create Job” and “Create Position” activities under the Unit Structure component of HRMS Foundation.

Possessed Level

A number to indicate the competency level that the employee possesses, for this job. Tell me more.

Desired Level

A number to indicate the level of competency that the organization requires an employee to possess, to carry out this job effectively.

The required competencies for the job are predefined in the “Create Job” and “Create Position” activities under the Unit Structure component of HRMS Foundation

The system displays the following in the “Qualification Gaps” multiline.

Qualification Gaps

The details of each qualification that the employee must possess, in order to carry out the job effectively.

The details of the qualification that the system displays are the course and the institute.

The system displays the following in the “Supervisor Information” multiline.

Employee	The employee code and name of the mentor.
Department	The code of the department to which the mentor belongs.
JobTitle	The title of the job held by the mentor.
Position	The code of the position held by the mentor.

Select “Cancel” from the web toolbar.

To Proceed

Select the “View Training Requests” link in the “Monitor Career Fitment” page.

The "View Training Requests "page appears.

6Hyperlinked topics below

Page objective

Use this page to monitor career fitment of the employee

What you can do in this page

To monitor career fitment for the job selected in the previous page

To proceed

Page overview

After you created or edited a career plan for the employee in the previous page and also selected a specific job within this career plan, you can enter this page. Through this page, you can monitor the employee’s fitment for this job during the planned period for the job. Monitoring the employee’s career fitment essentially means that

You can view the employee’s possessed competencies for the job versus the required competencies for the job. The possessed competencies for this job are already predefined in the Competency component of HRMS Foundation. The required competencies for the job are predefined in the “Create Job” and “Create Position” activities under the Unit Structure component of HRMS Foundation. Note that the employee’s possessed competencies are constantly updated in the Competency component.
You can view the qualification gaps of the employee, if any, for this job

Example

For instance, you could be in the year 2003 and view the career plan for Ray Procter, which is from January 2000 until January 2006. He is currently Region Manager. You require to monitor his fitment for Country Manager, which will be in January 2004 according to his career plan. To get a fair idea of his future fitment, you can

View the past pace of progress of Ray Proctor’s competencies, from 2000 until 2003.
Compare his current competencies with the required competencies for the future job of Country Manager; this information will serve to illustrate his proximity, on date, to the competency levels for Country Manager.

Both these ways are shown below.

View the past pace of progress of Ray Proctor’s competencies, from 2000 until 2003.

Enter the date in the “Progress Monitor Date” field as 30/06/2000.
The system displays what were the required skills for his previous job of Sales Executive and his possessed skills at that point of time for Sales Executive - the competency gap was 40%
Next, enter the date in the “Progress Monitor Date” field as 30/06/2001.
The system displays what were the required competencies for his next job of Sales Manager and his possessed competencies for Sales Manager - the competency gap was only 30% this time.

Compare his current competencies with the required competencies for the planned job

Enter the date in the “Progress Monitor Date” field as 01/01/2004.
The system displays the required competencies for his future job of Country Manager and his possessed competencies for Country Manager; the possessed competencies will be his current competency levels.