A career framework is a platform on which organizations can pivot and dynamically respond to challenges in both local and global markets by linking vital HR processes such as workforce analytics, selection and retention, performance management, succession management, rewards, and career management and development. The strategic purpose of a career framework is to define job architecture, build workforce capability, enable performance, and optimize costs.
“We embarked on creating a globally consistent career framework that will be supported by a new HRIS platform. Our old infrastructure was localized and inadequate for strategic decision-making. We wanted to build a structure to fully support HR processes going forward, so we focused on three priority areas — career management, strategic decision-making and rewards management — as we believe these are the top enablers to drive our agenda of delivering profits for growth.” – Kenneth de Neergaard, Group Compensation and Benefits Manager, FLSmidth
The fourth industrial revolution – the digital revolution, which is characterized by a fusion of technologies – is fast becoming a workplace reality. Robotics, artificial intelligence, wearables, mobile, and cloud technologies have infiltrated organizations. Business models are adjusting to address continued pressure to control costs, talent scarcity and aging workforces, and in response to what people say they want out of a job. These forces have far-reaching implications for the future of work.
Future-focused companies look for trends, such as the application of automation and machine learning, and embrace them to infuse transformation. Having a talent strategy integrated with business priorities is a fundamental requirement to clarify the gap between today’s workforce reality and the needed future state. Future-focused leaders identify people who can drive the business forward – even if those people are not in positions of influence today or if their future roles have yet to be invented. All of this has implications for jobs, roles, career planning, and developing employee capacity. The very foundation of these effort starts with a career framework to enable talent resources to be maximized, costs managed, and to gain insight into future needs.
The most common business drivers for investing in a career framework include:
Africa
