{"product_id":"career-paths-9781405177320","title":"Career Paths","description":"\u003cb\u003eBook Synopsis\u003c\/b\u003e\u003cbr\u003eCAREER PATHS \u003cp\u003eI like how Carter, Cook, and Dorsey have balanced the perspective and needs of the employee with the needs of the organization. They've provided a practical toolkit for practitioners, rooted in a strong conceptual model. I have looked at other sources on career paths in organizations, but this is the book I'd actually use to design a system.\u003cbr\u003e\u003cb\u003eSteven D. Ashworth Ph.D\u003c\/b\u003e, Manager, Human Resource Research \u0026amp; Analysis, Sempra Energy Utilities\u003c\/p\u003e\u003cp\u003eIf you are, like me, a consultant who helps organizations develop and utilize their talent toward maximum performance; or a business leader building a worldclass organization with limited financial resources; or a Human Resources manager whose Generation Y employees are anxious to get ahead  you need to read this book. It clearly defines the why' and how' of using career path models as the foundation for a comprehensive talent management process.\u003cbr\u003e\u003cb\u003eGena Cox Ph.D\u003c\/b\u003e, Managing Consultant, Human Capital Resource Center\u003c\/p\u003e\u003cp\u003e\u003ci\u003eCa\u003cbr\u003e\u003cbr\u003e\u003cb\u003eTable of Contents\u003c\/b\u003e\u003cbr\u003e\u003ci\u003eSeries Editor's Preface\u003c\/i\u003e xi  \u003c\/i\u003e\u003c\/p\u003e\u003cp\u003e\u003ci\u003ePreface\u003c\/i\u003e xiii\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 1 Introduction 1\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eWhat are Career Paths? 2\u003c\/p\u003e \u003cp\u003eThe Goal of This Book 19\u003c\/p\u003e \u003cp\u003eOverview 21\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 2 A Conceptual Toolkit for Constructing Career Paths 23\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCareer Path Attributes 26\u003c\/p\u003e \u003cp\u003eCareer Path Patterns 27\u003c\/p\u003e \u003cp\u003eOutcomes 29\u003c\/p\u003e \u003cp\u003eThe Bottom Line 31\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 3 A Practical Toolkit for Constructing Career Paths 33\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eSources and Methods 34\u003c\/p\u003e \u003cp\u003ePast 34\u003c\/p\u003e \u003cp\u003ePresent 37\u003c\/p\u003e \u003cp\u003eFuture 37\u003c\/p\u003e \u003cp\u003eA Note about the Special Role of Interviews and Focus Groups 38\u003c\/p\u003e \u003cp\u003eHow to Construct Career Paths 39\u003c\/p\u003e \u003cp\u003eInitial Steps 39\u003c\/p\u003e \u003cp\u003eSequential List of Positions or Roles 47\u003c\/p\u003e \u003cp\u003eQualifi cations 53\u003c\/p\u003e \u003cp\u003eCritical Developmental Experiences 54\u003c\/p\u003e \u003cp\u003eCompetencies that are Accrued, Strengthened, or Required 56\u003c\/p\u003e \u003cp\u003eCareer Success Factors 60\u003c\/p\u003e \u003cp\u003eOther Information 63\u003c\/p\u003e \u003cp\u003eExplicit Focus on Movement 64\u003c\/p\u003e \u003cp\u003ePromoting Alignment 64\u003c\/p\u003e \u003cp\u003eAssessment of Personal Attributes and Career Paths 64\u003c\/p\u003e \u003cp\u003eImplementation Tips 65\u003c\/p\u003e \u003cp\u003eThe Bottom Line 67\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 4 Integrating Career Paths into Talent Management Systems I: Recruitment, Hiring, Retention, Promotion, and Employee Development 69\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eConnecting the Employee to the Organization 69\u003c\/p\u003e \u003cp\u003eEngaging the New Workforce 72\u003c\/p\u003e \u003cp\u003eRecruitment and Hiring 73\u003c\/p\u003e \u003cp\u003eRetention 80\u003c\/p\u003e \u003cp\u003ePromotion 81\u003c\/p\u003e \u003cp\u003eDevelopment Planning and Execution 83\u003c\/p\u003e \u003cp\u003eThe Bottom Line 89\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 5 Integrating Career Paths into Talent Management Systems II: Strategic Workforce Planning, the Early Identifi cation and Development of Executive Talent, and Succession Management 91\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eKeeping an Eye on the Big Picture 91\u003c\/p\u003e \u003cp\u003eStrategic Workforce Planning 92\u003c\/p\u003e \u003cp\u003eIdentifying and Developing Early-Career, High-Potential Leadership Talent 95\u003c\/p\u003e \u003cp\u003eWho Are Our High Potentials? 95\u003c\/p\u003e \u003cp\u003eHow Can We Develop (and Promote) Them Faster? 97\u003c\/p\u003e \u003cp\u003eManaging Communications Regarding High Potentials 98\u003c\/p\u003e \u003cp\u003eSuccession Management 99\u003c\/p\u003e \u003cp\u003eEvaluating Readiness for Promotion in the Context of Succession Management 101\u003c\/p\u003e \u003cp\u003eMethods for Evaluating Readiness 102\u003c\/p\u003e \u003cp\u003eKeeping Those \"Not Yet Ready\" on the Path(s) to Get There 102\u003c\/p\u003e \u003cp\u003eThe Bottom Line 105\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 6 Expanding Success Beyond the Individual Organization – Industry and Economic Development Perspectives 107\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eCareer Paths and the Industry Perspective 109\u003c\/p\u003e \u003cp\u003eExamples 110\u003c\/p\u003e \u003cp\u003eDifferences between Industry Career Paths and Organizational Career Paths 116\u003c\/p\u003e \u003cp\u003eCareer Paths and the Economic Development Perspective 118\u003c\/p\u003e \u003cp\u003eExamples 120\u003c\/p\u003e \u003cp\u003eDifferences between Career Paths Designed for Economic Development Purposes and Organizational Career Paths 124\u003c\/p\u003e \u003cp\u003eLabor Market Analyses and Analyses of Cross-Occupation Requirements 125\u003c\/p\u003e \u003cp\u003eLabor Market Analyses 125\u003c\/p\u003e \u003cp\u003eAnalyses of Requirements across Occupations 126\u003c\/p\u003e \u003cp\u003eThe Bottom Line 127\u003c\/p\u003e \u003cp\u003e\u003cb\u003eChapter 7 Looking to the Future 129\u003c\/b\u003e\u003c\/p\u003e \u003cp\u003eTrend One – Demographic Trends 130\u003c\/p\u003e \u003cp\u003eImplications for Organizations 131\u003c\/p\u003e \u003cp\u003eTrend Two – Technology 132\u003c\/p\u003e \u003cp\u003eImplications for Organizations 134\u003c\/p\u003e \u003cp\u003eTrend Three – Globalization and Changing Organizational Structures 134\u003c\/p\u003e \u003cp\u003eImplications for Organizations 135\u003c\/p\u003e \u003cp\u003eTrend Four – Defi ning Career Success 136\u003c\/p\u003e \u003cp\u003eImplications for Organizations 136\u003c\/p\u003e \u003cp\u003eThe Bottom Line 137\u003c\/p\u003e \u003cp\u003e\u003ci\u003eCareer Path Resource List\u003c\/i\u003e 139\u003c\/p\u003e \u003cp\u003e\u003ci\u003eNotes\u003c\/i\u003e 143\u003c\/p\u003e \u003cp\u003e\u003ci\u003eReferences\u003c\/i\u003e 147\u003c\/p\u003e \u003cp\u003e\u003ci\u003eName Index\u003c\/i\u003e 151\u003c\/p\u003e \u003cp\u003e\u003ci\u003eSubject Index\u003c\/i\u003e 153\u003c\/p\u003e","brand":"John Wiley and Sons Ltd","offers":[{"title":"Default Title","offer_id":49407907266903,"sku":"9781405177320","price":25.6,"currency_code":"GBP","in_stock":true}],"thumbnail_url":"\/\/cdn.shopify.com\/s\/files\/1\/0817\/1739\/5799\/files\/9781405177320.jpg?v=1730500921","url":"https:\/\/bookcurl.com\/products\/career-paths-9781405177320","provider":"Book Curl","version":"1.0","type":"link"}