How to build a career path
Building a career path in Thailand (or any other country for that matter) can be hard work. This is because an effective career path goes from one end of the organisation (the business realities) to the other (the employee lifecycle from hire to exit), and all these factors and steps are essentially intangible.
Added to that, the need to work across functions and managers can further slow the process.
End result? Usually a poorly-constructed career path that fails to get your brightest and best into key roles.
Over time, your brightest and best may grow frustrated, disengaged, and leave.
But before we give you our hot tips, there’s something first we need to know, and that is…
Why an effective career path is really, really important
As we work with a number of companies in different industries in the Asia Pacific region, one factor stands out – an increasing number of employees are leaving because they feel they do not have ‘good prospects’ at the company.
This is interesting. Is a change taking place, where employees who have previously changed companies for short term considerations (better money or a different boss) are now doing so for longer term considerations (better career)?
To us, it seems so.
And yet, in the midst of this, companies need their key talent like never before. There is not one company we know that doesn’t have talent gaps!
A real career path is also a key component of employee engagement in a company. As well as preventing staff turnover, an effective career path boosts motivation and the ‘discretionary effort’ you want your employees to give.
So if you don’t have an effective career path in your company, don’t be surprised if your employees don’t contribute fully, or leave.
Here’s how to implement a career path in Thailand and Asia
Constructing a career path for your employees is easier than meets the eye.
Forget the old, unscientific, uncommercial and bureaucratic way that HR typically goes about this task. And don’t start ‘top down’, from the company perspective. Instead, follow the process recommended by Jim Collins in Good to Great and put Who before What.
Here are the key factors:
1. Fundamentally, you need to know whether an individual’s natural abilities lend themselves to a role that is:
· Customer facing or Support oriented
· Specialist or Generalist
· Managerial or Autonomous
2. Now, returning to your company’s needs, you need to identify the key strengths required in each step of the employee lifecycle per role. *Note these are NOT competencies*.
3. Then, you need to break these into milestones or steps that can be assessed. Basically, if an employee reaches a milestone you need to move the person up quickly.
4. Lastly, you need to support an employee closing the gap with very specific, very personalised training.
How to build a career path quickly and easily in Thailand and Asia
If you would like to build a career path in Thailand or Asia with a minimum of fuss and maximum effectiveness, then our Career Pathing Solution is ideal for you.
It cuts through long-winded HR processes and, becuase it starts scientifically by identifying your key employees’ strengths, and involves them in the career path process, it means the career path will be both real and attainable.
Have a look at our Career Pathing Solution here, or click on the button below for more details.
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