Three in five organizations regard a career ecosystem as an HR priority and they have support from key business leaders.
Most common goals:
- Attract and acquire talent
- Make fair, effective pay decisions
- Retain high-potential and top-performing employees
Addressing these issues will help power future performance and productivity.
Career ecosystem
Career framework*
61% Leveling
54% Job architecture
19% Knowledge architecture
Career enablement*
22% Career strategy
21% Career activation
*Percentages indicate elements in place for full organization.
Expected areas of impact
- Equitable pay and benefits
- Talent acquisition
- Skills and competencies
Most commonly cited barriers:
- Leaders and managers are underprepared to implement changes
- Absence of a personalized career experience
- Unclear education, training or engagement on careers
Most commonly cited success factors:
- Strong support and buy-in from key leaders and business stakeholders
- Clear understanding of employee needs
- Readiness of leaders and managers to implement changes
Getting stakeholders on board and educating leaders and managers are key.
| Most common goals | People metrics | Operational metrics | Financial metrics |
|---|---|---|---|
| Attract and acquire | 80% | 56% | 26% |
| Facilitate effective pay management, equity and fairness | 66% | 42% | 53% |
| Retain high-potential and top performers | 87% | 36% | 23% |
Compared with organizations that use neither operational nor financial metrics, organizations that use these metrics are 1.2x as likely to say that the career ecosystem has had, or they anticipate will have a tangible impact on:
- Workforce analytics and planning
- Organizational design and effectiveness
- Talent acquisition and sourcing
Define the purpose, elements and strategy for careers:
- Determine how your career agenda links to your people programs
- Define what metrics — people, operational and financial — your program will influence
Ensure buy-in of key business leaders and executives:
- Develop the business imperative for the work
- Assess the risk of not changing
- Have a process in place for ongoing refinement
Establish the impact and communication plan for careers:
- Determine where you want change to be seen
- Make sure employees and candidates understand what is in it for them
- Determine the role of careers in your total rewards storyline and culture
Download
| Title | File Type | File Size |
|---|---|---|
| Organizations look to enhance their career ecosystem | .2 MB |
