1. 1.SAMPLE OUTLINE OF A POLICY.
2. ADDITIONAL RESOURCES, which you can use to tailor
BUT before you work on your policy, you will need
-company mission statement
-company strategic directions
-COMPANY HR OBJECTIVES/ STRATEGY
-business drivers of your company
-company succession plan [ if any]
-company retention plan
-performance appraisal systems
-performance management system
YOU NEED TO REFER THEM.
SAMPLE POLICY GUIDELINES.
The Career Pathing Policy
Our policy for career planning/development is a well thought out, planned
process. Aim is to develop and prepare people for higher responsibilities. It
assists them by identifying various roles they could undertake and skills they
may need to develop in order to do full justice to their new role within the
At OUR COMPANY , we place People first. In OUR COMPANY , we empower our
employees with the strength of knowledge and create a 'climate' that is
conducive to learning and personal and professional growth. We are a People
driven organization that helps it's employees gain a level of freedom that
provides security, satisfaction and, most importantly, a sense of professional
Recruitment and Selection IN OUR COMPANY:
We believe in the maxim "Right-person-for-the-right-job"
We believe in the phrase "catch-them-young" and hire a number of fresher as
Trainees and Management Trainees from reputed Engineering and Management
Institutions, impart extensive technical, behavioral and managerial training and
create thoroughbred professionals out of them.
The new entrants - Fresher as well as experienced persons joining the
organization, across all levels, attend Induction programs individually and/or
as groups. The objective is to begin the process of integration of the incumbent
with the organization and ensure smooth entry into the organization. This
consists of inputs on the following:
Company Values, Business Philosophy
Information on Business and Future Plans
Information on Organization Structure
Systems and Policies
Emphasis on building lasting Relationships & Team Effectiveness:
Team Development Workshops aimed at enhancing intra-team cohesion
We believe that it helps the goal accomplishment when people are able to relate
with one another and build lasting relationships & sense of belonging to the
We believe that it’s the teams of committed people who eventually deliver
results. Intra-group cohesion in terms of shared understanding of goals and
objectives, cooperation, and collaboration is given a priority.
Job rotation in OUR COMPANY is aimed at optimum utilization of the available
2. skill sets across the organization. We believe that job rotation is a crucial
process which helps individuals to enhance their technical, behavioral and
IN OUR COMPANY , people are our greatest pride and resource. Our focus lies in
bringing aboard some of the finest professionals in the industry and providing
them with opportunities that match their drive and ability. With one of the
lowest attrition rates in the industry, OUR COMPANY's people-force is inspired,
committed, and thoroughly professional. If you have what it takes to become an
integral part of an organization that's built and driven by people, then you are
the person we are looking for. Simply access the "We Need You" section to post
your resume on our site. It could be your first step towards getting closer to
an organization full of self driven people. And closer to becoming a part of the
collective people-energy that's OUR COMPANY - "A s force that's driving
At OUR COMPANY you are faced with a challenging Work Environment that is shared
by a highly motivated group of over ...... people who choose OUR COMPANY because
they believe that it's all happening here. We provide:
Opportunities for Entrepreneurship
Freedom to inspire ideas and be inspired
In-house training programs for personal and professional growth
Infinite access to the latest technologies
Opportunities to take on leadership roles early in your career
Freedom to experiment and be innovative
Compensation that is benchmarked with the leaders in the industry
HR polices that are aimed to strike a balance between work and personal welfare
Variable Compensation Schemes
The compensation policy of OUR COMPANY is designed to address the dual need of
encouraging high performance amongst all it’s employees and at the same time
aligning itself to the highly sensitive business scenario.
The total compensation package of an individual is made of fixed and variable
components. These variable components are paid annually at different times of
the year. The actual payment of the variable component is dependent on the
individual’s performance and the company performance in the year under
The above compensation structure is guided by the principle of a strong emphasis
on individual performance and at the same time encouraging a sense of
participation and ownership for the company’s performance in any year.
The compensation review exercise is conducted annually. This exercise seeks to
align the company’s compensation levels to that of the market. Individual
salaries are revised after taking inputs from various sources like performance
appraisal ratings, relative performance vis--vis others in the same business
unit and various other factors
We believe in employee centered approach and our HR policies and practices are
aimed, mainly at, employee care.
We care for :
People's need for self expression and leisure time (E.g. Special Interest Groups
plan, opportunities for putting up cultural show at the Bi-annual Awards
ceremony, recreation facilities)
Self-worth of people (Awards Plan, Motivation Plan)
Collective excellence (CE's award for best managed project, Rolling trophy for
SBU with best customer orientation)
People development (Technical and behavioral training, Team building workshops.
Library, Higher Study Plan)
People's opinion (Communication meetings, open houses, climate surveys)
People's need to know (NEWSLETTER, Real Time, News Flash)
The High Commitment Work Systems Policy :
As per our High Commitment Work Systems Policy, empowered and independent teams
work with responsibility and accountability in an environment of openness. It
increases employee involvement and develops a mature work culture. This in turn
has a good bearing on the company helping it achieve goals and targets
successfully in a competitive environment.
3. Performance Appraisal Policy
We appraise employee performance on an annual basis, giving people credit for
their achievements and setting targets for the forthcoming year. We have
developed a balanced policy that is both objective and holistic in its approach.
Our HRD personnel facilitate the appraisal process and also train senior
personnel in assessing individual performance. They resolve the areas of
conflict and follow up on the outcomes of the appraisal.
Our Performance Appraisal System has several salient features :
An Opportunity for Self-review and Assessment
A clear and equal focus on both, the End Results and the Process
Identifying Training and Development needs
Distribution of incentives in an objective, value based manner
Recognition & Motivation
We believe that our people are our greatest assets and that they are not just
employees but strategic partners in our journey to achieve organizational
objectives. In furtherance of our stated philosophy, our well-developed policies
help us to recognize performance at work.
Recognizing Individuals and Teams
We understand the crucial role recognition plays in motivating employees to
demonstrate superior performance. There are many ways in which we acknowledge
and appreciate good performance - from a sincere sharing of an ’I Appreciate’
Note for a specific job well done to granting honors through an established
formal ’Employee Award Plans’.
So if you're an achiever with a passion for setting and attaining goals, you'll
find many opportunities for being recognized at OUR COMPANY. The ’Employee
Motivation’ Plan at OUR COMPANY is another success story ’ an unique experiment
to empower our line managers to recognize and give spot rewards to individuals
and team in pursuit of excellence.
Recognizing Collective Excellence
In addition to the above, we have mechanisms to recognize collective excellence
at an organization level, on an annual basis. One such initiative is our ’CE’s
Award for Best Managed Project’. The award recognizes excellence in the
management of projects and encourages a competitive spirit amongst the Business
Units to achieve better performance through higher standards in project
To encourages and foster the growth of a customer-oriented culture in the
organization and within a business unit in particular, the ’Rolling Trophy for
the SBU with Best Customer Orientation’ has been institutionalized. This award
encourages a competitive spirit amongst the business units to achieve better
performance through higher standards in customer service.
Training for Development’
We believe in a learning organization, where learning is a continuous process.
There is room for those driven by the zeal to surpass their peers and most
We mix and match intensive training with equal thrust on job skills and
behavioral development. Group therapies and seminars are organized to encourage
professional rapport and keep employee morale running high. We realize the value
that people add to our organization and formulate policies that take into
consideration individual needs and benefits.
Some of the activities that make learning a continuous process at OUR COMPANY
An extensive orientation-cum-technical training program for OUR Trainee at our
well-equipped Training Center
Conduct Focused Management Development Programs at the premium Management
Continuous skill up-gradation on new emerging technologies
Behavioral Training Programs offered to enhance personal and professional
effectiveness of our project groups viz.
4. Team work
We engage the best faculties in the field for conducting the programs. We also
make use of training events offered by premium management institutions like IIM,
Administrative Staff College of India.
================================================== =============== ===
ADDITIONAL RESOURCES, from which you can pick / choose
what suits your needs for the organization.
Career Development Programs.
The career development program
is designed to help team members progress as swiftly as their talents and
COMPANY opportunities permit. The program is designed to help team members make
the most of their capabilities. Career development is based upon a combination
self-development and utilizing the individual development plan (IDP) with
constant evaluation and guidance by management. This program has been
established to enhance team members’ capabilities for progressing to positions
greater responsibility. These programs are tailored to facilitate both the
accomplishment of the COMPANY mission in the area of resources management
and to provide team members an excellent opportunity for full and rewarding
Career Development Assistance. Team members are encouraged to consult with their
human resources offices, and Career Development
Steering Committee members on any matter requiring further information or
guidance. For questions regarding career development opportunities in elements
the COMPANY'S other than natural resources management, team members should
their human resources offices.
Career Developing Steering Commitee. The Career Development Steering
Committee is a group of management personnel selected from HR/
project, district, and division offices. They provide input from the field to
THE career development
and training-related issues. Additionally, the committee informs the field of
developments through a periodical NOTES on an
electronic bulletin board.
Career Advancement Policy. The policy of the Company is to fill all positions
through selection of the best qualified candidates for the jobs.
Team members who grow in experience, skills, and competence will be
afforded increased opportunities for advancement. The following are criteria
demonstrating technical competence on all assigned tasks;
showing traits of adaptability, innovation, and initiative;
being dependable, responsible, and accountable;
developing good working relationships with other team members;
performing as an effective communicator; and
remaining geographically mobile.
5. Devlopmental Policy. The COMPAY fosters team member development
continuing basis to meet both the immediate and the long-range
requirements of the COMPANY. This includes providing both job-related and
long-range developmental training, and encouraging team member selfdevelopement.
The objectives of development are to:
* insure the optimum performance of team members in present jobs;
*provide a reservoir of management, technical, and administrative skills
to meet the goals AND future needs of the COMPANY; and
opportunity for team members to grow toward their career
Supervisors and team members have a shared responsibility for team
member development However, one of the supervisor’s primary
responsibilities is to ensure team members are aware of career development
programs and have an opportunity to participate.
Individual Involvement in the Development of Training Plans. It is
important that team members become actively involved in the development
of their own IDP training plan by discussing training needs with the
appropriate supervisors and training officers. An individual’s training needs
should be documented on their Performance Evaluation System
support form or counseling checklist. This information should spell out the
training needed to improve the team member’s job performance and to
encourage personal growth.
Training and Educational Opportunities. There are many opportunities
for team members to enhance their value to the COMPANY resources
management program and to increase their work satisfaction. Attendance at
special seminars, symposia, university courses, and COMPANY-sponsored training,
and participation in professional societies and activities are encouraged.
Training is viewed as an inherent part of the work environment within the
natural resources management program and is not to be viewed as a
’privilege’ or ’fringe benefit.’
Self-Development. Team members are also strongly encouraged to
pursue training on their own to increase proficiency and potential. Varied
experiences and diversity of responsibility will enhance the competitiveness
of team members for professional advancement.
Change of Duty Station. All team members should consider permanent
changes of duty between projects, areas, districts, and/or divisions as
varied experiences could enhance their competitive positions.
Professional Certification and Participation in Professional
Organizations. Team members are strongly
encouraged to actively participate in job-related professional organizations
and become certified or registered in their professional specialties.
SOME MORE RESOURCES TO CONSIDER
Corporate Career Pathing
Career pathing programs provide both an analytical approach and practical
implementation tools for maximizing strategic planning, succession planning,
executive development, and employee retention strategies. By defining core
competencies and correctly aligning your human capital plan to your overall
strategic plan, you can help to reach your corporate goals by ensuring the right
people are in the right roles at the right time.
By developing appropriately designed career pathing models closely tied to
performance appraisal systems, you can see bottom-line results from retention of
high potentials, increased employee productivity and morale, and an improved
6. ability for employees to adapt to change and take on new responsibilities. The
approach provides you a practical implementation that has a positive impact on
recruiting, compensation, and individual effectiveness.
what is career pathing and career planning
Career Pathing is a set of diverse strategies that develop
articulated connections between jobs in the same or related industries to
achieve occupational advancement or increased wages, skills and benefits for
A sampling of strategies that are commonly used in career pathing include:
Ø Developing curriculum for new training to advance in a career field;
Ø Creating new job classifications that can provide additional ’steps up’ in a
Ø Training workers to start Being more productive.
Ø Working with employers to articulate paths or skill standards for advancement
none existed previously;
Ø Upgrading skills for low-skill workers;
Ø Providing technical assistance to employers to demonstrate how to implement
Ø Creating new strategies for credentialing workers;
Ø Building education and training benefits packages where they don’t already
Ø Investing in career counseling and mentoring programs for low-wage workers.
FOR THE SUCCESS OF SUCH CAREER PATHING PROGRAMS,
THE FOLLOWING APPROACH WOULD BE USEFUL.
Performance appraisal-------------------------------potential assessment
CAREER DEVELOPMENT PORGRAMS
personal development--training/development--career counseling--mentoring
Career Planning is a critical element / outcome of SUCCESSION PLANNING,
Performance appraisal and Potential assessment systems.
The process of career planning
Career planning is the key process in career management. It uses all the
information provided by the organization's assessments of requirements, the
assessments of performance and potential and the management succession plans,
and translates it in the form of individual career development programs and
general arrangements for management development, career counseling, mentoring
and management training.
Career planning the competency band approach
It is possible to define career progression in terms of the competencies
required by individuals to carry out work at progressive levels of
responsibility or contribution. These levels can be described as competency
Competencies would be defined as the attributes and behavioral characteristics
needed to perform effectively at each discrete level in a job or career family.
The number of levels would vary according to the range of competencies required
7. in a particular job family. For each band, the experience and training needed to
achieve the competency level would be defined.
These definitions would provide a career map incorporating 'aiming points' for
individuals, who would be made aware of the competency levels they must reach in
order to achieve progress in their careers. This would help them to plan their
own development, although support and guidance should be provided by their
managers, and HR specialists . The provision of additional experience and
training could be arranged as appropriate, but it would be important to clarify
what individual employees need to do for themselves if they want to progress
within the organization.
The advantage of this approach is that people are provided with aiming points
and an understanding of what they need to do to reach them. One of the major
causes of frustration and job dissatisfaction is the absence of this
A competency band career development approach can be linked to
1. Competence band 1 definition
Basic training and experience
2. Competence band 2 definition
Continuation of medium training and experience
3.Competence band 3 definition
Continuation of advanced training and experience
Career planning is for core people as well as high flyers
The philosophy upon which career plans are based refers not only to advancing
careers to meet organizational and individual requirements, but also the need to
maximize the potential of the people in the organization in terms of
productivity and satisfaction under conditions of change, when development does
not necessarily mean promotion.
career planning is for individuals as well as the organization
Career planning procedures are always based on what the organization needs. But
they have to recognize that organizational needs will not be satisfied if
individual needs are neglected. Career planning has to be concerned with the
management of diversity.
Career plans must therefore recognize that:
* members of the organization should receive recognition as individuals with
unique needs, wants, and abilities;
* individuals are more motivated by an organization that responds to their
aspirations and needs;
* individuals can grow, change and seek new directions if they are given the
right opportunities, encouragement and guidance.
Career planning techniques
Career planning uses all the information generated by the succession plans,
performance, and potential assessments and self assessments to develop programs
and procedures which are designed to implement career management policies,
achieve succession planning objectives and generally improve motivation,
commitment and performance.
8. Mapping Careers for Organizational Success
The war for talent is intensifying on both quantitative and qualitative fronts.
COMPANY's Career Pathing provides a winning strategy in the war for talent by
attracting, retaining, and developing tomorrow's leaders today.
What drives commitment and retention among top performing employees? COMPANY's
extensive research defines these as key drivers and predictors:
Supervisor/MANAGER helps to create an individual developmental plan
Supervisor/MANAGER spends time reviewing personal developmental plans
Supervisor/MANAGER provides useful feedback
Personal goals aligned with opportunities that exist in the company
COMPANY Career Pathing shows employees what their future can look like within
the company and provides a roadmap of how to get there. Many discover nontraditional routes for career progression and a guide to help transition skills
along the way.
COMPANY maps the progression of competencies across key levels in the
organization to identify the competency behaviors, training gaps and
developmental needs. This competency map serves as a guide to evaluate current
effectiveness and a predictive measure for success at the next level. By
defining what good performance looks like at every level, the map enables
employees to prepare and develop skills needed for the future... and as a
result, organizational performance is accelerated.
Designing the Path
Career pathing includes:
Visual Flow chart/map customized for the organizational culture
Detailed qualification criteria
Other customized components identified in research
Realizing the Benefits of THE COMPANY Career Pathing
Building a strong pipeline of leadership talent
Engaging and retaining best talent
Focusing developmental resources
Accelerating organizational performance
Why COMPANY Expertise Makes a Difference
Specialization in TALENT GAUGING— assessment & development of people to drive
— Combination of psychological insights and real-world business experience
— Recognition that each organization is different, requiring unique but
— Extensive data base serves as a benchmark against which we validate ongoing
Career Mobility and Career Pathing Design & Development
The best approach to Career Pathing is to develop and maintain a strategic and
future oriented view of the talent requirements for your organization. Once
developed, it is critical to communicate this information to your workforce
timely using multiple communication strategies in addition to integrating with
your existing Human Resource systems. Seeing the entire system — what it takes
to run your business - builds commitment and loyalty and gives individuals and
managers the information they need to build and align their talents with the
needs of your organization. —Career mobility and advancement options— are key
retention factors of an organization. If your people can see multiple options to
grow and build their careers they—ll stay with you and contribute fully.
TALENTMAPPING - STRATEGIC CAREER PATHING SERVICES
COMPANY approach to Career Pathing is called Talent Mapping. Working closely
with your Human Resource partners, key stakeholders, functional area champions
and subject matter experts, we will help you design an integrative career/
9. talent management system. Aligned with the mission and strategic intent of your
organization, we—ll work with you to identify, clarify, and communicate your
talent requirements. Key elements of our process include: Strategic Workforce
Build and align with your organization's mission and strategies
Identify the trends that will shift talent requirements in the future
Determine core professions/ job families required for organizational success
Identify key stakeholders and positions throughout the organization
Develop and/or customize robust competency models
- Develop profession-centered "functional" or "technical"
- Develop or clarify "business" competencies
- Develop or clarify "leadership" and "team" competency models
— Identify behavior strengths
— Develop functional accomplishments required for success
— Determine development experiences to build bench strength
— Link competencies to your existing resources for development
— Identify other key qualifications — software skills, certifications, etc.
— Identify educational requirements
Job/Position Profile Development - using web-based consensus building technology
Build consensus on elements of key positions
Build profession-centered position profiles
Communication - Career Pathing Information
Communicate this information to your workforce powerfully — in the context of
your broader career development initiatives.
This information will align and motivate your workforce. It will enable managers
to more easily develop succession plans and have meaningful performance and
career development discussions. It will allow your people to see future options
an enable them to build a career in your organization. This conceptual framework
will enable you to integrate a variety of your existing Talent Management
Redeployment Strategy & Implementation
Proactive and aggressive redeployment/mobility initiatives make solid business
sense. A case can be made both qualitatively and quantitatively in terms of
initiative return on investment, (ROI). Through a QUALITIVE lens, the return may
Preservation/enhancement of external and internal corporate reputation
Promoted culture of employee responsibility/ownership of ones own Career
Promoted healthy/appropriate internal movement
Provided tools and resources to redeployed employees which enhance his/her
ability to achieve an appropriate job-match(skill, competency, interest, style)
Through a QUANTITIVE lens, the return may include:
Dramatically reduces severance payments due to successful internal placement
Elimination of outplacement/transition fees as a result of successful
Reduced staffing (cost per hire) costs due to redeploying existing human
Diminished re-training dollars by redeploying internal talent fully versed in
your culture and protocols
Establishing formal career paths/models to support employee growth and
How do HR determine the core competencies and skills required for different
How do HR develop a clear path for advancement in our organization?
10. How can HR help our employees develop and advance to the next level?
How can HR effectively communicate job requirements and career advancement
opportunities to our employees?
Identifying the core competencies and skills required to succeed in your
organization and supporting employee growth and development is critical to
overall organizational success and retaining top performers.
Employees who understand the advancement path and opportunities in your
organization and are actively involved in career planning and development are
more likely to be loyal and committed. A career path can motivate and inspire
your employees to be star performers.
In addition, having a clearly defined career path/model in place can help your
Identify the core knowledge, skills, and abilities required to perform well in
each position/at each level
Assess and place the right people in the right positions
Develop and grow employees, helping them to perform better in their current
positions, make lateral moves, and/or prepare for the next level
Determine where to focus overall employee training and development efforts.
Work with organization to establish a formal career path/model that best meets
your needs, from entry level to middle management to senior executive positions.
As part of our offerings, we can help you to:
Identify the core knowledge, skills, and abilities required to succeed in
different levels/positions in your organization
Develop and deliver assessments to determine the "fit" between individual
employees and positions
Determine the training and development that is required for employees to develop
and enhance their skills, advance in their careers, and make career
moves/transitions within your organization.
Delivering objective and caring counseling services to support employees and
resolve career issues.
How can HR best provide support to our employees and help them deal effectively
with career and workplace issues?
How can HR intervene and resolve performance problems requiring immediate
How can HR ensure our employees are receiving the ongoing support and assistance
they need to develop professionally and enhance our overall workforce
At any time, your employees may experience career challenges which could
seriously affect their success in your organization. If these difficulties go
unresolved for a period of time, they are likely to impact your employees'
ability to cope effectively on the job. For senior-level professionals, the
impact can be even more devastating because their work usually has a direct
impact on overall business strategy and direction.
Career counseling is a strategic resource that employees can use and managers
can rely on when work performance, career transition, personal conduct in the
workplace and/or culture fit becomes an issue. It provides a means for employers
to encourage their employees to seek career assistance early to prevent small
problems from getting out of hand and creating greater barriers to success. It's
also a way to help key employees reach higher career aspirations so that they
continue to add significant value to the company.
Employers today use career counselors not only as a cost saving measure, but,
more importantly, to "do the right thing" for both the employees and the
The HR can work with your organization to determine the objectives and format
for delivering career counseling services that will best meet your needs. We can
provide services on-site at your organization or offer a separate venue for
delivery. Through our counseling services, we can help you to:
11. Increase employee productivity
Increase the effectiveness of supervisors
Reduce time spent managing low performers
Increase quality in employee performance
Improve employee morale
Demonstrate that your organization cares about employee well-being and retain
Delivering objective and caring counseling services to support employees and
resolve career issues.
How can HR help our employees develop the skills needed to advance and excel at
the next level?
How can HR support our employees in creating strategic plans for their career
How can HR help our employees understand and overcome issues currently
inhibiting their performance?
Performance planning is critical to help employees identify development needs,
create plans to build needed knowledge and skills, and support successful
performance in current and future roles.
HR can assist organization in developing performance plans for its employees,
and help them prepare for and develop the skills needed to perform successfully
in any role or level in your organization. We can work with your employees to
develop and execute plans to address short term, immediate needs, as well as
goals related to long-term career development.
professional development services can help your employees and executives work
through roadblocks and deal with weaknesses, limitations, and fears effectively.
Some of the areas/issues with which we can help include:
Improving poor performance
Setting clear expectations with managers/ directors
Integrating within the corporate culture
Collaborating effectively with team members and peers
* Enhancing internal business savvy.
CAREER ADVISOR COACHING
Helping organizations to develop and train internal resources to become
qualified and effective career advisors.
What knowledge and skills are needed to serve as an effective Career Advisor?
How can our organization implement a formal, ongoing internal Career Advisor
How can we ensure that we have qualified resources in place to support the longterm growth and development of our people?
Internal Career Advisors play a critical role in the growth and development of
employees. A Career Advisor is someone that employees can go to for:
Career advice and assistance with resolving issues
Honest and objective feedback on their performance
Assistance in defining career goals and developing performance plans
Support and advocacy for career growth and advancement.
It is imperative that organizations develop leaders to serve as Career Advisors
to help ensure the ongoing growth, development, and advancement of employees
throughout their careers/tenure at an organization.
Work with your organization to establish a formal Career Advisor program and
develop and deliver internal Career Advisor Training to your leaders/ designees,
to help ensure that your organization has effective and qualified Career
Advisors in place to serve as ongoing sources of support, growth, and guidance
for all levels of employees.
12. As part of Career Advisor Training, educate and prepare your Advisors to:
Understand and serve in the role of employee advisor, supporter, and advocate
Interview/meet with employees to gather relevant information on employment
history, educational background, and career goals
Identify barriers to performance and career advancement
Identify development needs and assist employees in creating performance plans
Inform, advise, and provide options regarding:
Internal position transfers
*Alternate career paths and employment.