What is career management and what is its importance for professional development – WAU

Carrying out career management is the act of structuring a professional growth plan for the employees of a company. This provides a growth opportunity highly valued by professionals, which, among other things, facilitates the capture and retention of talent.

What do cutting-edge professionals look for when taking on a new job? Naturally, an adequate salary for the position and a satisfactory work environment are factors highly valued by anyone, but, just as important, are the growth opportunities offered by the company.

The possibility of growing professionally is a huge attraction in the process of attracting and retaining talent. However, it is important to remember that the development of the employee is not only the company’s responsibility, but also his own. That is why, going deeper into career management practices is critical for both parties.

Understanding the relevance of this issue, more and more companies are investing in the development of professional development plans, creating a beneficial environment for both the business and its employees. Want to know more about it? In this text, we will cover the following topics:

What is career management?

The name leaves no doubt. Career management refers to a set of practices that aim at structuring a path to guide an individual’s professional career. Thus, it is something that needs to be considered in the long term, focusing not only on the position held at the moment, but also on the possibilities of promotion.

If you have experience in business management, you will notice that planning a career is an activity very similar to creating a business plan. To begin, it is important to understand the particularities of each case, starting with the strengths, which need to be strengthened, and the weak ones, which must be improved.

In addition, you need to keep in mind from the beginning which goal you want to achieve. After all, if you are planning a career in the administrative or financial field, the process will be different from that of someone who plans to work directly with people management. From the clear definition of a goal, it is possible to plan the way to it.

Thus, it becomes easier to focus on developing the skills necessary to achieve the desired level of professional development. In this sense, we can separate such knowledge into two types: technical and behavioral. We will talk more about them below.

technical skills

Technical skills are, at least in theory, easier to develop. This is because they can be worked through courses training, workshops and the like. Such knowledge is applied directly to perform the tasks assigned to the professional’s position.

So we can cite as technical skills everything that can be learned and applied through study. This includes the ability to write quality texts, plan projects, operate systems and much more. Of course, these attributes alone do not guarantee success in the business world, which exposes the need to think about behavioral intelligence.

Behavioral skills

Unlike techniques, which can be learned from studies, behavioral skills are developed through professional experience. A very common example is the ability to work in a group, which is essential for enhancing any career.

Therefore, behavioral competencies require some experience to be absorbed, which can be frustrating for some. Understanding and taking this into account when planning your career is fundamental, after all, following the path calmly and without skipping steps is what enables professional maturation.

What is the relationship between career management and professional development?

If questioned, any worker will state that he intends to develop professionally. Everyone knows that this is an efficient way to stay relevant in the market and improve your own opportunities. The big problem is that not everyone knows how to achieve this common goal. Hence the importance of career management.

It is a primary tool to improve technical and behavioral skills, mentioned in the last topic. In this way, professional development goes from being a shallow goal to becoming something completely attainable.

Thus, we can say that the relationship between career management and professional development is dependency. Without the first, the second has no chance of happening. The good news is that this type of management can receive attention from both employees and the company itself, as both benefit from its success.

What are the advantages for the company that does career management?

The advantages for employees with the application of career management you already know. Management enables professional development that enhances your market opportunities and opens space for possible promotions within the company itself. But what does the company have to gain from this type of policy?

Improvement of the employee

The natural result of effective career management is the qualification of the employee. This means a gradual improvement in your professional performance and even in the way you fit into the company. Thus, investing in the development of an individual brings positive effects to the entire organization.

Under the influence of good career management, the employee will enhance the development of their technical and behavioral skills. Thus, in addition to making fewer mistakes and adopting best practices, he will find it easier to establish a healthy relationship with the rest of the team.

All of this contributes to a much more productive and motivating work environment, which undoubtedly leverages the profitable capacity of the enterprise.

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Constant improvement of products and services

A collaborator happy with his professional development tends to be much more motivated. This, together with the technical skills developed, creates a favorable environment for the constant improvement of products and services. This is thanks to the elimination of bottlenecks and the reduction of errors in the production process.

In addition, the qualification of the teams allows them to have a more in-depth view of the tasks they perform. If you do feedback-based management, which is recommended, you can take advantage of valuable insights to improve your internal processes.

Increased market competitiveness

Hiring a new employee is not such a simple task. In addition to finding the ideal candidate to fill the vacancy, it is necessary to overcome competition from other market agents, who are also looking for talent for their business. So, you need to think about what would make someone choose to work at your company over another.

Many people believe that the only answer to this question is a more robust salary. The fees offered naturally are important, but there are other factors. Increasingly, professionals prefer companies that value them and enable their professional growth.

So, if you adopt a policy that gives importance to career management, you will have a competitive advantage when it comes to mining the market for talent.

Retaining talent

In the same way that career management facilitates the acquisition of talents, it is an extremely important element to retain them. To begin with, a professional who sees opportunities within the company he works for has little reason to leave. This decreases the turnover and avoids long bureaucratic processes.

In addition to being retained, the company’s talents can develop, that is, take on higher positions over time. This is an excellent way to generate competent, experienced managers with strong identification with the company.

How to manage your team’s careers? See 4 tips!

Well, at this point you already understand the importance of career management for your company’s results. So let’s focus on 4 fundamental practical tips to implement this idea in your business.

1. Count on a good selection process

As has become clear throughout the text, career management with a focus on professional development depends not only on the company, but also on the employee. With that in mind, structure a selection process that is able to filter candidates and focus on those who fit the goals you want to achieve.

For this, it is essential to have a well-defined organizational culture that provides an environment conducive to professional growth. Thus, the newly arrived employee will have already gone half way to follow a qualified career management and become an increasingly valuable asset for the business.

2. Map the necessary skills

It is essential that, when structuring management, you definitely understand what skills need to be developed in each sector of the company. If you are dealing with creative marketers, for example, you will need to focus on skills related to communication, creativity, etc.

In other areas, such as information technology, there may be other more relevant aspects, such as the technical ability to operate certain software. In any case, the point is that you must understand the peculiarities of each position and apply the appropriate procedure for professional qualification.

3. Define career progressions

It is essential that the entire process takes place under the possibility of the professional exercising other positions. Therefore, it is necessary to define in advance which path can be followed and which criteria will be analyzed before a possible promotion. In addition, it is interesting to stipulate the time needed to complete the process.

If you are going to adopt policies in this regard, it is crucial to invest in internal communication and transmit transparency. Without clear and objective criteria, the promotion of an employee can generate internal questions and affect the company’s climate.

4. Track the results

Like all types of management, tracking results is the only way to know about your level of efficiency. Monitor professionals engaged in career management closely, define performance indicators and encourage feedbacks. If necessary, make changes to make the process more profitable.

Adopting a career management policy gives your business an important competitive advantage when looking for talent in the market. The growth opportunity is a positive factor for employees, who are motivated and less inclined to leave the company. It is a scenario in which everyone wins.

An important tool for career management is the PDI. Therefore, we have separated an article for you to understand what the individual development plan is and how it can be used in your business. Check out!