Emerging Career Development Practices that are Business Driven, Intelligent, and Offer Elite-level Development.

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Wowledge Expert Team
Principal level
127 Wows earned

This guide is part of a progression set comprised of Core, Advanced, and Emerging Career Development practices.

What it is

Emerging career development is a business strategy-driven function that creates linkages between a company's strategic staffing needs and individuals' career aspirations. It involves long-term planning, with evolving business requirements continually met by employees focused on advancement and skill development opportunities that feed future critical staffing requirements. At this level, employees compete for new jobs with transparent requirements and new opportunities using smart technologies that can automatically match and make both job and development recommendations.

Those technologies are further used to identify career development opportunities that expand beyond available formal learning programs by matching employees with both internal and external projects, assignments, and other collaborative programs that enable them to broaden their skills and capabilities in unique and powerful ways.

Emerging career development involves measuring both the process and outcomes for a clear set of insights into the execution and success (or lack thereof) of the process. Analytics reinforce managerial support of mobility and employee career development planning and action, shedding light on the actual occurrence of mobility among those in targeted talent groups such as leadership successors, high potentials, critical skills incumbents, and diversity employees.

Why use it

Emerging Career Development helps build talent pools in a more robust and effective manner by increasing both the development and retention of the top and most valued employees who seek continuous growth as a measure of their professional progression. Further, mobility that is transparently aligned with long-term business objectives makes it easier to see how an individual's value increases as it develops parallel to the company's strategic direction. It builds an environment of vocational equality, with bias-free matching recommendations for career and development opportunities automatically presented to employees of all backgrounds.

It becomes a more objective exercise through its reliance on process and outcome measurement, with analytics tracking mobility by job role, function, manager, and employee demographic. It is further unprejudiced by advanced technology illuminating previously unseen linkages between different positions across functional lines. Development planning becomes much more vigorous and pointed, with more nuanced skill set development identified through the use of artificial intelligence (AI) and predictive analytics.

Practice guides at this level

Aligning career development strategies to support key business objectives.

Evolving a career development program by directly linking corporate strategic goals and initiatives to the development program and processes.

Auto-generating career opportunities by an AI technology-driven talent marketplace.

Leveraging technology that matches employee data to job requirements and recommends both learning and career paths to achieve career goals.

Expanding career development options to include hands-on and group learning opportunities.

Providing employees with a broader range of learning and development prospects centered on experiential and group options that address different learning styles and preferences.

Measuring process and success outcomes for both career and business impacts.

Assessing trends and potential organizational issues and the return-on-investment (ROI) of career pathing, skills and competency measurement and tracking, and software systems.

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