Requirements

К оглавлению
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 
17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 
34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 
51 52 53 54 55 56 57 58 59 60 61 62 63 64 65 66 67 
68 69 70 71 72 73 74 75 76 77 78 79 80 81 82 83 84 
85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 100 101 
102 103 104 105 106 107 108 109 110 111 112 113 114 115 116 117 118 
119 120 121 122 123 124 125 126 127 128 129 130 131 132 133 134 135 
136 137 138 139 140 141 142 143 144 145 146 147 148 149 150 151 152 
153 154 155 156 157 158 159 160 161 162 163 164 165 166 167 168 169 
170 171 172 173 174 175 176 177 178 179 180 181 182 183 184 185 186 
187 188 189 190 191 192 193 194 195 196 197 198 199 200 201 202 203 
204 205 206 207 208 209 210 211 212 213 214 215 216 217 

Some companies understand better than others the need for employees to

know how to prepare for future jobs. After using self-assessment tools to

look within themselves at their own talents, preferences, values, and motivations,

employees need to look outward at career growth options within

the organization. This becomes much easier to do if the organization has

invested in the creation of career paths and competency maps for all positions.

Employees need to have access to job descriptions, listings of competencies,

and educational requirements they will need to qualify for other

positions, whether these are shown on a company’s intranet via a ‘‘virtual

career center’’ or in hard copy form. Frequently, this information is made

available on the company’s Web site for outside applicants to view as well.

Some companies even interview successful employees and publish ‘‘career

path profiles,’’ in which they tell the stories of their own advancement, key

decisions they made, turning points, and give advice to newer employees

about how to progress within the organization. Such stories make clear to

anyone who reads them that successful employees in any company often

do not progress upward in a direct, linear path, but make lateral moves,

leave the organization and come back in higher-level jobs, and accelerate

their careers through involvement on task forces, rotational assignments,

and short-term projects.