Reference no: EM133213054

Access and review the SHRM article via the link or view the PDF:

• Developing Employee Career Paths and Ladders (SHRM Website)
• Developing Employee Career Paths and Ladders (PDF) Download Developing Employee Career Paths and Ladders (PDF)

Career Mapping is a tool that managers and HR professionals can use during career planning discussions with employees. Career maps help employees think strategically about their career paths and how to meet their career goals within the organization rather than leave it to move ahead. 

Career mapping involves three steps: 

1. Self-assessment. A manager engages with the employee to explore his or her knowledge, skills and abilities, as well as past experiences, accomplishments and interests. 
2. Individualized career map. Creating an individualized career map involves identifying other positions within the organization that meet the employee's interests. The position may be a lateral move into a different job family or a promotion. In either case, the position should capitalize on the employee's past experiences, interests and motivation while at the same time requiring the employee to develop a certain degree of new knowledge, skills and abilities (KSAs) to give him or her something to work toward and stay engaged. 
3. Exploring other opportunities. The final step in career mapping is to explore other job opportunities within the organization as they become available. 

Using the three career steps, examine the traditional career ladders and career advancement strategies.  Does your organization successfully employee career mapping? Why? Or, why not?