What are the most important data sources for career development?

Career development is a vital aspect of workforce management (WFM), as it helps employees grow their skills, knowledge, and performance, and align their goals with the organization's vision and strategy. However, career development is not a one-size-fits-all process, and it requires data-driven insights to tailor it to each individual's needs, preferences, and aspirations. In this article, we will explore some of the most important data sources for career development, and how they can help you design and implement effective career plans for your employees.

1 Self-assessment data

Self-assessment data refers to the information that employees provide about themselves, such as their strengths, weaknesses, interests, values, motivations, and career goals. This data can be collected through various methods, such as surveys, questionnaires, tests, interviews, or portfolios. Self-assessment data can help employees identify their current level of competence, their areas of improvement, and their desired direction of development. It can also help managers understand their employees' expectations, preferences, and potential, and provide them with relevant feedback, guidance, and opportunities.

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Brian M. Montalvo

AVP of Career Services, Florida Atlantic University | Certified Career Counselor | National Certified Counselor | NCDA's 2021 Outstanding Career Practitioner Award Recipient | B2 ResumeWorks Consulting
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From the perspective of a career coach, utilizing self-assessment data is crucial for several reasons. With the word restriction on this post, I will highlight several of the more critical reasons and will elaborate on each during future posts: Identifying Strengths and Weaknesses; Clarifying Values and Interests; Setting Realistic Goals; Career Exploration; Decision Making; Personal Development; Building Confidence; Effective Communication; Navigating Career Transitions; Client-Centered Career Coaching: Self-assessment is a foundational step in effective career planning. It empowers individuals to make informed decisions, ushers personal development, and enhances the likelihood of finding fulfillment and success in their chosen careers.

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2 Performance data

Performance data refers to the information that measures and evaluates the employees' results, behaviors, and contributions to the organization. This data can be collected through various methods, such as appraisals, reviews, ratings, feedback, or recognition. Performance data can help employees track their progress, achievements, and challenges, and identify their gaps and opportunities for learning and growth. It can also help managers monitor their employees' performance, provide them with constructive feedback, recognition, and coaching, and align their career plans with the organization's goals and standards.

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3 Learning data

Learning data refers to the information that captures the employees' learning activities, outcomes, and experiences. This data can be collected through various methods, such as assessments, quizzes, certificates, badges, or portfolios. Learning data can help employees document their learning achievements, reflect on their learning experiences, and plan their future learning needs and goals. It can also help managers assess their employees' learning capabilities, needs, and preferences, and provide them with relevant learning resources, support, and opportunities.

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4 Career path data

Career path data refers to the information that illustrates the possible career trajectories, roles, and requirements within the organization. This data can be collected through various methods, such as job descriptions, career ladders, career maps, or profiles. Career path data can help employees explore their career options, compare their qualifications and aspirations with the role expectations and demands, and choose their preferred career direction and destination. It can also help managers advise their employees on their career choices, facilitate their career transitions, and support their career development.

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Dennis Lacanlale

Operational Excellence Leader | Call Center Start-Up Specialist | Pioneer of Philippines Work-from-Home Model | Leadership Mentor
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Career path data is crucial for both employees and managers to navigate and support career development within an organization. For Employees: Career path data equips employees with insights into potential career trajectories within the organization. By exploring this data, employees can understand various roles and advancement opportunities, empowering them to make informed decisions about their professional development. For Managers: Managers leverage career path data to guide and support employees in their professional journeys. Equipped with this data, managers can provide informed career advice, facilitating meaningful conversations with employees about their aspirations and potential career choices.

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5 Market data

Market data refers to the information that reflects the external trends, demands, and opportunities in the labor market. This data can be collected through various methods, such as research, analysis, benchmarking, or forecasting. Market data can help employees understand the current and future market needs, challenges, and opportunities, and adapt their skills, knowledge, and competencies accordingly. It can also help managers align their employees' career development with the market realities, trends, and expectations, and prepare them for the changing and competitive environment.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Amy Hopson, MBA

People Analytics | Business Analytics | Enterprise Consulting
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Employee satisfaction, Voice of the Teammate, or similar surveys also provide information critical to career development. It’s very different than self assessment in that we get the hot take. Since it’s more candid, we discover insights impacting the overall employee experience including leadership. This data is underutilized as it is often reduced to “structured ranting” or analyzed for select reasons. However, it holds so much more value. Employees identify the negatives and positives impacting their career success including leadership behaviors, company trends, etc. We need a holistic picture when discussing career progression. The picture includes both employee and leadership responsibilities.

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What are the most important data sources for career development?

1

2

3

4

5

6

1 Self-assessment data

2 Performance data

3 Learning data

4 Career path data

5 Market data

6 Here’s what else to consider

Workforce Management

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What are the most important data sources for career development?

1

2

3

4

5

6

1 Self-assessment data

2 Performance data

3 Learning data

4 Career path data

5 Market data

6 Here’s what else to consider

Workforce Management

Rate this article

Thanks for your feedback

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