HR and Career Advisory

The healthy organization needs to attract new employees and it needs to support the current employees to take new job positions and new career opportunities. The organization needs its employees to grow with it in their skills and competencies to stay competitive on the market. HR has to play a very important role in the career advisory for the employees of the organization.

The HR Managers have to understand the basics of the business and they have to have a quite detailed knowledge about the roles and responsibilities of different units in the organization as they can provide a good career advisory to employees.

Human Resources has to develop a good career management for the talented employees and a good system to identify the talents in the organization. It looks pretty easy in the beginning, but the good career development system is a huge project, which cannot be formalized, but living with the organization.

The career advisory is about regular meetings with the talents and early identification of the new job opportunity for the talent. HR Managers should regularly review the list of talents ready for the internal rotation and the list of the potential job vacancies at their internal clients.

The career advisory is about the new job offer for the internal talent before the job vacancy is advertised externally as the talents are always confused, when they find out, the vacancy was filled externally and the internal talents got no chance to apply for the job vacancy.

The career advisory is about the regular work with the managers as they identify the talents at their own units and the managers are ready to accept the internal talent at their own job vacancies.

The organization with the efficient career development system is able to better compete on the market as the organization does not train new employees and it does not buy the skills and competencies at the external job market. The employees grow with the organization.