HCM has built-in methodology and tools for individuals to manage their own careers and managers to manage the careers of their subordinates. HCM Career & Succession Management isn’t a set of isolated functions from the rest of the HCM functions but is well integrated with the HCM Skills and Training and HCM Performance Management functions.
HCM Career & Succession Management provides the following major functions to help people to better manage careers:
Besides being able to help an organization to better manage people’s careers, HCM Career & Succession Management maintains the job, skill and career information repository which is very valuable for the organization doing staff planning and mergers and acquisitions.
HCM Career & Succession Management allows the organization to define the following information for each job to create job ladders and skill set requirements:
The information defined in the job ladders and skill set requirements for each job form the career advancement structure for the new comers and existing people in the organization.
HCM Career & Succession Management allows the user to define near and long term career objectives and visualize the career paths and understand the approximate time to achieve each landmark.
HCM Career & Succession Management can automatically perform skill set gap analysis between the employee and her next career advancement target to help her identify her training needs. HCM Career & Succession Management is integrated with Skill & Training Management to formally generate training plans and track training progress and results.
After training starts, HCM Skill & Training Management can record training results and update the employee’s skill set information for subsequent analysis. This helps the employee to continuously learn and evaluate herself at the same time.
Performance management is one of the essences for career management. HCM Career & Succession Management is integrated with Performance Management to ensure employee’s training objectives for both her current job and her career advancement are reflected in her Balance Scorecard (BSC) or Management By Objectives (MBO) and are being looked at and managed together.
The integration of performance management and career management will also help the employee and her manager to evaluate the employee’s strength and weakness during the performance review process and reevaluate her career paths at the same time. Performance Management and Manage HCM Career & Succession Management work hand-in-hand to help the employee to perform satisfactorily and advance her career correspondingly.
Based on the job ladders and skill set information, HCM Career & Succession Management is able to automatically match skills and career interests to identify the list of potential successors for the employee who is planning to move to another position. After reviewing the list of potential successors, the employee can work with her manager to formulate plans for the succession process. HCM Career & Succession Management helps employees advance their career but at the same time ensure successful succession.