In any organization, employees require to grow. Essentially, an employee’s growth depends on the variety, availability and nature of the jobs within the organization.

Through this component, the HR user or supervisor can define, in-depth, the scope of each job, by plotting one or more career tracks that can originate from the job. These career tracks for the job can be later accessed as inputs by

¡         The HR user or supervisor, who uses any selected career track as a framework upon which to build a full-fledged career plan for the employee. This activity will be executed in the Employee Career Plan activity.

¡         The employee who, through the Employee Self Service-Career Planning component, records his or her own career aspirations. The various career tracks for a given job could serve to widen his horizon on the available options for a job, and make it possible for him to come up with highly informed career aspirations.

The activity of creating career tracks for every job within the organization therefore constitutes the infra structure of the employee’s career plan.

Getting familiar with the activities inside

Go to the activity…	…to carry out task
Set Career Path	Setting the career path

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6               Hyperlinked topics below

 

Career track

A career track refers to a specific sequence of jobs originating from a given job. For every job in the sequence within a career track, the following information is defined in the Career Setup component:

¡         Sequence number of each job

¡         Unit structure setup

¡         Job code

¡         Job title

Example: The career track for the job Area Manager could be as follows: Region Manager, Country Manager, and Country Head.

One or more career tracks could be defined for a job. All the career tracks for the job together comprise the career path.