SEVEN STEPS TO BUILD YOUR OWN CAREER PATH

 STEP 1: Update Your Organizational Chart

First, if you don’t have an org chart, create one. If you have one, make
sure it’s up to date.
An organizational chart is a diagram that shows how your company is
structured. It’s a graphical representation of the hierarchy and
relationships.
Your company may have a traditional structure, flat structure, or
something in between.
Secondly, align your org chart with your business plan. Are you adding
products and services? Are you expanding into additional markets? You
may need to add positions/teams/departments you don’t currently
have.

 STEP 2: Define Job Positions

Now that you have an org chart, starting with each job description (JD)
you are aiming for, list the key responsibilities. Then, add the education
requirements, certifications and hard/soft skills.
Be thorough and detailed. Look at the recent projects completed to
make sure you haven’t missed any competencies. In addition, include
the KPIs for each position. How do you measure success? Consider the
high achievers in each role. For example, what qualities make them
effective?
This exercise is also called job profiling and may identify if a job
description fits into a career cluster. Career clusters are also called job
families and are a grouping of jobs that have similar characteristics or
common features.

 STEP3: Track a Roadmap For Each Skills Track

When you’ve defined your job positions, now it’s time to look at the
bigger picture. Create the roadmap(s) or professional paths for each
department, team, or business function. How does an entry-level
employee advance through roles? What horizontal moves are
necessary? How can you accommodate different personality types?
For example, in an HR job family, HR assistant might be an entry-level
position. In the progression of jobs, an employee may serve as a benefits
specialist, recruiter, and assistant director of Human Resources before
becoming a CHRO.
Keep in mind that there won’t be one path that connects each role to an
advanced role. If you don’t have highly specialized job roles, you will
potentially have many more career paths. This can be a great strength
and help each employee find the specific career that’s right for them.
Many will include one or more lateral moves.

 STEP 4: Identify Training Needs

The next step is to assess whether you can bring employees along the
path. Start with documenting the in-house and outsourced training
programs in place.
Can your employees advance up the ladder with what you have?

 Is mentorship with peers or leaders an important part of your

culture?
 Do you provide continuing education?
 Review exit interviews. Why do employees quit your company?
 Survey your staff. What type of training do they want?
 Which departments recruit internally? Which departments hire
outside?