The Careers Company’s Organisational Career Diagnostic helps provides an objective analysis of the bright spots and pain points in your organisation’s systems, processes and capability to drive career success for your employees. The diagnostic process is underpinned by our holistic model which measures 4 elements of your organisational career framework providing a indication of your organisational career maturity and how you compare to the best in the industry.
Features:
- Valuable first step before developing and launching Career Conversation Frameworks.
- Objective and data-driven basis for setting your career development strategy.
- A powerful tool to help understand the employee experience across different demographic groups as part of your DEI initiatives.
What you get
Deep-Dive Diagnostic
We explore how effective career planning and development can help managers enhance performance and retain their talented team members.
Comprehensive Assessment
Our diagnostic process makes use of existing data and information to feed into our analysis; this is supplemented by targeted data collection methods such as surveys, focus groups and interviews.
Practical Recommendations
Our diagnostic process makes use of existing data and information to feed into our analysis; this is supplemented by targeted data collection methods such as surveys, focus groups and interviews.
Is your organisation best-in-class?
Take our quick quiz to find out.
How mature is your organisation in driving career success? The best organisations attract talent by offering long-term, fulfilling careers (not just jobs!). But many organisations aren’t able to follow through on the lofty promises they make when they are recruiting. At The Careers Company we know what great organisations need to do to help create career success and happiness for their employees.
FAQs
What is an Organisational Career Diagnostic?
It’s our proprietary approach to understanding how effective your career development offerings, and providing with a full health check on how you are doing and what you need to do differently to achieve your organisational career objectives.
What do you measure as part of the Organisational Career Diagnostic?
We collect data and review documentation to help us assess your organisation’s career offerings against 4 key elements:
- The Career Conversation – how effective and frequent career conversations are currently
- Line Manager Capability – whether line managers have the capacity, capability and mindsets to drive effective career management
- Processes and systems – whether you have the most appropriate frameworks, processes, systems and technology to support effective career conversations
- Organisational culture – how conducive and supportive the culture within the organisation is for effective career management
We also take into account the global context providing commentary on work and industry trends that may have an impact on your career development strategy.
How do you conduct the Organisational Career Diagnostic?
We review any existing information that is available such as process documentation, survey data, etc, and then agree a plan with you on what additional data sources are required. Additional data around sentiment, aspirations, satisfaction, etc is gathered through a mix of surveys, interviews and focus groups. We are able to cut findings by characteristics such as gender, ethnicity, etc if there is sufficient data.
How long does an Organisational Career Diagnostic usually take?
It depends on how extensive the scope of the audit is and how much pre-existing information is available. A typical diagnostic process takes around 4 weeks.
Why should we consider an Organisational Career Diagnostic?
It is helpful to understand what the current state is before launching new career development initiatives so that you can target them with precision and get maximum impact from your programmes. We find that often the diagnostic process in itself is helpful in conveying the importance of career management to employees and helps to build champions for any future initiatives. Finally, having an objective baseline for your career development offerings helps you to track changes and create a level of measurability for outcomes.