How to develop career management systems

Whether you are an HR practitioner who is currently experiencing confusion related to the career development of employees, preparation of regeneration, the placement of new employees, long-term workforce planning, or development of employee competencies? If you said yes, one or several factors that I mentioned above then maybe your company is in trouble with the career management system currently owned. Career management is a potential directing all activities and interests of employees at each office or position in the company are aligned with the achievement of corporate objectives. Organization facilitate career management potential and interest of employees to be actualized in every level of the position or the level of work that exists in your company.Many company already have a career to manage it, but whether it has accomodate throughout the growing interest of the company's stakeholders? Along with the increasing competition the company expects employees to have multiple skills that can be directed to multi-tasking and responsive to changing business environment. On the other hand employee also expect the certainty and an opportuniy to do mobilit vertikan, occupy higher positions as they relate to the needs of self. Because it considers that the company has had a career system, then often neglected to make repairs. The new company realized to make improvements because of the many voices of dissatisfaction from employees associated with the promotion, as well as mutations of employees. And you may have just entered in the company and given the task to fix it. If so maybe the following steps can be a guide: First, consult the idea that your career system improvement ideas to the total number of senior leaders in your company and mints their commitment to support these programs. Second, analysis of current system conditions careers