Our survey found that only one in six organisations have all three of the elements of a career framework (levelling, job architecture and knowledge architecture) in place. While half of respondents in Asia Pacific have a job levelling and job architecture framework in place for the full organisation, most organisations are not as far along in implementing other elements of the career ecosystem ( Figure 3). Only a few organisations are ready to build a career ecosystemĮven though building a career ecosystem has been recognised as a priority and having one in place would support critical talent and workforce goals, only a few survey respondents said they have the key elements of one already in place. Tidelands Health 2591 N Fraser St Georgetown, SC 29440 (843) 546-3410. The Georgia-Pacific Foundation Scholarship Program for Employees Children awards 2,000 per year for up to four years of full-time college undergraduate study or until baccalaureate degree requirements are completed. Prisma Health Midlands Network 5 Medical Park Rd Columbia, SC 29203 (803) 434-7000. Manage workforce planning, analytics and effectiveness We thank our champions and ambassadors for supporting My Life My Choices. Retain high-potential employees and top performers Metrics used to measure the success of career ecosystem Most common goalsįacilitate effective pay management, equity and fairness About a quarter answered that they do not have a career framework in place and that more support is needed from leadership ( Figure 1).įigure 2. Six in 10 respondents in the region see the career ecosystem as a priority and have support from key areas within the organisation or senior leaders. Most employers in the region see the career ecosystem as a priority Building a career that keeps people engaged and supports employee development is key. We know that a tangible strategy, comprehensive design and clear communication plan are leading enablers for people and organisations to progress on a path to a better future. "Career opportunities" and "career pathing" consistently score as top drivers for employee attraction, retention and engagement. The survey explores how your organisation compares with your peers in providing clarity around careers to employees.Įmployees no longer think of their career as linear ladder-climbing rather, they view it as a wide-ranging journey for growth and progression. The 2023 Career Strategy and Design Survey, fielded in April and May 2023, reflects findings from a total of 418 employers representing 1.3 million employees across 15 markets in Asia Pacific.
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