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TalentMapping® Model
TALENTMAPPING® Model

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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

Redeployment Strategy & Implementation

TALENTMAPPING® - Strategic Career Pathing Services
Our approach to Career Pathing is called TalentMapping®. Working closely with your Human Resource partners, key stakeholders, functional area champions and subject matter experts, we will help you design an integrative career/ 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 Planning/Alignment
  • Build and align with yiour 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
Competency Development
  • Develop and/or customize robust competency models (See our CareerFit™ model)
        - Develop profession-centered "functional" or "technical"
          competency models
        - 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. See Career Portals
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 Systems. Contact us to learn more about our approach.

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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 include:
  • Preservation/enhancement of external and internal corporate reputation
  • Promoted culture of employee responsibility/ownership of ones own Career Management
  • 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 redeployment
  • Reduced staffing (cost per hire) costs due to redeploying existing human resources
  • Diminished re-training dollars by redeploying internal talent fully versed in your culture and protocols

Contact us to learn more about our robust approach and successes in this area.

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