Building a successful
HR professionals can play a key role as mentors,
Setting career goals
Solidifying an action plan and outlining the necessary steps and milestones required to progress in your career is a critical first step in career planning. HR leaders can help employees begin this process with the following key questions:
- What are your core strengths and skills?
- What areas do you need to develop further?
- What aspects of your current job do you find most fulfilling?
- What roadblocks do you foresee in your career progression?
Establishing some of this basic background information can help workers better envision their long-term career aspirations by identifying interests and skills gaps. Resources such as the American Society of Administrative Professionals (ASAP) Career Stages Framework, which maps administrative career progression through the responsibility stages of assisting, supporting, partnering, and leading, can be a helpful starting point.
Working on an action plan with the employee to gain the skills they would need to advance to the next stage of their career also helps them to align their ultimate career goals with existing passions and talents, ensuring job satisfaction and fulfillment in the long term.
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Defining career pathways
Once interests and existing skills are determined and goals are set, the next step is to decide on a career pathway. This starts with understanding your options. HR leaders can support employees in this process by providing clear breakdowns of different roles that align with their predetermined interests and support their ultimate goals.
These career summaries should contain information about each role, its responsibilities and required skills and certifications to qualify. This will aid employees in building career checklists to hold themselves accountable and identify clear next steps on their journeys to desired success.
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Supporting professional growth opportunities
For many, advancing to the next stage in their career will include some level of required certifications, training, or continued education. As an HR professional, it is advantageous to work with your company's leadership team to identify opportunities to support their staff in their professional development.
Many companies are already offering this kind of support to stay competitive and retain talent. The
Outside of traditional methods like financially supporting educational courses or conference attendance, HR leaders can support employee growth by connecting them with professional communities. These networking opportunities allow employees to meet and learn from others in their industry and/or role.
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Holding employees accountable
From sharing career plan templates to visualize success, to matching an employee with a mentor that can guide them through their growth journey, there are several ways HR leaders can hold employees accountable in achieving their career goals.
Meeting with employees regularly, whether it's monthly or quarterly, to track progress and celebrate milestones is a great way to encourage them to stay on track and motivated. It also ensures that advice and coaching are regularly available when they hit a roadblock or need external support to complete any steps in their predefined career plan.
Helping employees reach their career goals is a great way to retain employees, attract new ones and support long-term loyalty. It is also a smart business practice for companies looking to foster a competent and motivated workforce.
By taking an active interest in the professional development of employees, HR leaders can play a major role in shaping a culture of continuous growth and advancement.
