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How to use job levels, competencies, and individual development plans to make employee career goals crystal clear.

In people-first cultures, the notion that employee development matters is a given. But investing in employee growth isn’t just the “right” thing to do — it also makes business sense.

LinkedIn’s 2018 Workplace Learning Report found that external hires tend to score 61% lower on their performance reviews compared to individuals who are promoted from within, and 90% of employees say they would stay longer at a company that invests in their growth.

Without a formalized process in place, however, individual career development can feel ambiguous. Fortunately, there are tools you can use to give employees the structure and clarity they need.

Download this guide to learn how to use job levels, competencies, and individual development plans to take your employees’ growth from a platitude to a reality.

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