Career Progression Guidelines

Career Progression Guidelines for Young Professionals

Career progression Guidelines are important for all. But for young professionals, the career progression outline matters a lot. This is because through these guidelines they can manage their roles. Further, it will also help young professionals in understanding others’ roles as well. So that the young professionals can better perform within an organisation. Hence this article at our blog named Start Posts will point out a few important things about Career Progression Guidelines.

What Are The Career Progression Guidelines?

The career progression guidelines are a set of HRM tools. In an organisation, these HRM tools provide support by managing the following matters;

  • Recruitment of Employee
  • Promotion of Employee
  • Retention of Employee
  • Development of Employee
  • Training of Employee

In short, the goal of these career progression guidelines is to complete above roles by using MAC. Here MAC reflects the three bases for completing above mentioned tasks;

  • Merit
  • Ability
  • Competency

These guidelines form progression scales on the basis of merit. Besides these, a person with refined abilities and good qualifications will make better progress.

Definitions Of Career Progression Guidelines

By definition, career progression guidelines are tools for improving the grading structure. In a grading structure, these guidelines define a few things needed at various levels. These aspects are as follows;

  • Young Professional duties, or responsibilities
  • Career opportunities for young professionals
  • Qualification needs for a certain post
  • Relevant working experience
  • Productivity
  • Termination rules
  • Monetary benefits
  • After Retirement facilities and many more aspects

These guidelines define the employer and employee’s expectations from each other. These guidelines suggest that the employer demands loyalty and commitment from the employee. But the best thing is that these guidelines explain the rights of both parties. They also explain what supports the employee, and what he/she will get from the company. This is important for ensuring that the employee meets his/her employer’s expectation level.

Role Of Career Progression Guidelines Within An Organisation

These guidelines present career goals in a series of steps. At each step, these guidelines define some rules. Hence, even a young professional knows how he can move from one step to the next. These guidelines also tell them what they’ll get at each level of their career. But in large scale organisations like The Academic Papers UK, there are lots of posts. For example, in sales department, posts start from the marketer, and end at the Unit manager. So the biggest challenge here is to define the career progression guidelines for everyone.

Fortunately, the solution is to start from a micro-level (young professional).

These guidelines start from the duties of young employees under every post. Like in a sales management department, the post for young people may be that of a marketer. After getting experience, the same marketer becomes the sales manager. Still, with continuous efforts, a sales manager can turn into a product manager. There’s no doubt that a competent product manager can further reach higher designations. Hence Career Progression Guidelines ensure efforts for creating job satisfaction among all employees.

Career Progression Guidelines And Young Professionals Transition From One Step To The Next

Young professionals often don’t know how to move from one level of career progression to the next. But these guidelines set some rules that can help them in this context. These rules define the employee’s progression by following three criteria given below;

  • How much previous knowledge an employee has about the specific role?
  • How much time does he take for getting the crux of his responsibilities?
  • Further, how efficient will he be in training other young professionals?

After calculating all these factors about an employee, the employers offer promotions. The above rules help employers in giving MAC-based progression to the employees. But on the other hand, the following factors will motivate employees in moving from one level to the other.

  • How many workforces he will get at the upgraded level?
  • How much compensation he will get at the next step of progression? (Money, vehicle, authorities).
  • How much on-service, as well as off-service benefits he will get after?

Hence, career progression guidelines aim to support an organisation. Both employees, as well as the employer, can get benefits from these guidelines.