Leaving aside strange brain quirks, this particular thought isn’t unusual to have, especially if you’ve just graduated or have been in the same dead-end job for a while. It can be challenging to know what to do next when your career seems to be at a complete standstill.
Why should you create a career map?
Career maps assist employers in identifying areas for improvement for each type of employee as well as their weaknesses and future objectives. For instance, employers take the necessary steps to steer their business in a direction that offers more opportunities when they discover a barrier that might prevent employees from achieving their goal. Career maps lead to content, manageable and retainable employees.
What is career mapping?
Employers create strategies for individual advancement within their company through the process of career mapping. The requirements for advancement at each stage of an employee’s career are described in career maps. As they determine their own paths for advancement within an organization, employees frequently create their own career maps. They design their own career paths and ascertain the conditions necessary to advance from their current position to their objective.
How to create a career map
Creating a career map is often a challenging process. Research is necessary, but being aware of all the opportunities for advancement benefits both the employer and the employee. How to make a career map is outlined in the list of steps below:
1. Determine a starting point
Choosing an entry position is the first step in the career map creation process. This position frequently is filled by the majority of new employees and has few requirements. The beginning serves as the foundation for the entire map. The possibilities for those following a specific career progression path branch out from it.
2. Determine a final goal
The second step is to determine your final goal. Typically, this will be the highest position that is available and where the map ends. This could simply be the next career level from the previous level when setting smaller-scale goals.
3. Identify how to connect the two points
Understanding how to move from one place to another or from a starting point to a final goal is the next step. These objectives can be attained in a variety of ways, including training sessions, higher education, particular licensing, and more. Each strategy for closing the gap is particular to certain roles and industries.
4. Create a series of smaller goals within two points
Set modest goals that are no more than two points apart, much like the prior objective. Gaining your position in the following phase of your career can frequently seem like an enormous challenge. It appears quicker and simpler when objectives are separated by smaller goals. Your time to advance to the next level decreases as you accomplish more goals. Every stage of a career map should go through this process again as necessary.
Career map components
Career maps include a variety of information to help determine ways to advance. Many also list the necessary qualifications for leadership and education along with in-depth personality profiles. The list that follows provides more specific information on the various elements of career maps:
Job descriptions and specifications
Each new position within a single career path requires a formal job description and a set of requirements. Although there are many job descriptions online, most roles have unique responsibilities and details. To create a job description, speak with people in the position or those in roles that are similar to it.
Required competencies
Some positions, particularly those at higher levels, call for specific qualifications. Interview those who play these roles to get their opinions, much like in the earlier section. Note if they have particular degrees or if there is a common skill set within that level range. Search for these or related roles online if they don’t already exist.
Personality profiles
Aside from role qualifications, another necessary component involves personality profiles. Outspoken individuals generally find more success in leadership roles. Others find more success as part of a team. You need to determine what personality type best fits the role.
Training and development
Formal education only gets employees so far. Some roles require additional training for proficiency. List the specifics of that role on the career map, for instance, when you determine that fulfilling the requirements of a particular role necessitates bimonthly seminars or other types of training.
Career mapping template
Using a template is easy once you are aware of the fundamental procedures for developing a career path. The foundations of a successful career map are outlined in the sections below:
Your opening paragraph contains all the information pertaining to the starting point. Include a full job description. ].
[Bullet point defining further requirements]
[Bullet point defining personality profile details]
[A heading introducing goals. Ensure your goals are both relevant and achievable. Consider the S. M. A. R. T system when deciding on goals because it generates more useful ones Goals between career stages frequently include years of employment, the number of favorable reviews, particular accomplishments or rewards received, or other relevant achievements. Include as many as needed for the specific role. ].
[Goal 1]
[Goal 2]
[Goal 3]
[Ending job title: This section provides all the information pertinent to the conclusion. Treat it similarly to the starting point and include a personality profile and job description. ].
Career mapping example
Using the provided template, make your own career map now that you know how to make one. An illustration of a two-stage career map using the template is provided below:
Administrative Assistant
manages minor office tasks like multi-line phone management, report taking, and data entry. Creates organized spreadsheets and meeting presentations with expert proficiency in programs like Excel and PowerPoint. Greet and assist all visitors as necessary.
An associate’s degree in administrative assisting or a closely related field is required, as is at least one year of prior work experience.
There are three goals for this position:
*Assistant Office Manager: oversees daily operations at the front desk and office. Schedules building maintenance operations as needed throughout the year. Maintains employee records and managerial procedures. Assists Office Manager as needed. *.
Career Mapping Workshop
FAQ
What is career mapping?
Employers and employees must collaborate to create plans that support both the organization’s and each individual’s career goals through the intricate process of career mapping. The steps below are some career mapping advice from the Society for Human Resource Management.
How do I make a personal career map?
- Identify Your Starting Point. Making an in-depth assessment of where you are now is the first step in creating your career map.
- Define Your Ultimate Goal. …
- Set Your Short and Longer-Term Goals. …
- Ask for Input. …
- Include Lifestyle Goals. …
- Keep Checking In. …
- Be Flexible.
What are the four components of a career map?
Four steps make up the career planning process: self evaluation, career exploration, career identification, and action plan.
