About Career Management

Purpose

This article introduces the Career Management functionality within the People Management module.
It describes how HR administrators can structure and maintain the organization’s roles, job hierarchy, and career paths to ensure alignment across all HR processes.

Goal: Structure the organization’s roles and career paths.

Overview

The Career Management feature defines the framework that supports recruitment, people management, and workforce planning.
It allows HR to:

Standardize job titles and hierarchies.
Associate competencies and skill requirements with roles.
Maintain consistent career paths across departments and locations.

✅ A well-defined career structure ensures transparency, consistency, and easier integration between HR processes such as recruitment, onboarding, and compensation management.

Sub-Processes

1 - Define Organizational Structure

HR administrators configure the core components that describe how the organization is structured.

Configuration	Purpose	Examples
Areas	Defines operational/business domains. Used to classify job offers and functions.	Finance, IT, Operations, Human Resources
Functions	Represents professional roles or disciplines. Forms the basis of the role taxonomy	Accountant, Software Developer, Recruiter
Categories	Defines professional levels or responsibility	Grades (e.g., Junior, Senior, Manager).
Departments	Organizational units responsible for headcount planning and recruitment.	Architecture Dept., Sales Dept., HR Dept.
Skill Domains	High-level grouping of expertise areas	Technical, Soft Skills, Functional Knowledge
Skill Categories	Detailed competency groups under each domain	Programming, Leadership, Communication.

💡 Ensure Areas and Functions are defined before creating Job Offers.

2 - Define Role Levels

Once the structure is defined, HR configures career levels or categories to describe role seniority.

Configuration	Purpose	Examples
Categories	Define hierarchical levels or professional seniority.	Junior, Intermediate, Senior, Lead

💡 Consistent role levels support fair progression, salary benchmarking, and reporting accuracy.

3 - Integration

After configuration, the career structure integrates with other HR modules to ensure data continuity.

Integrated Area	Purpose	Result
Recruitment	Align job offers with defined Areas, Functions, and Categories.	Structured hiring and correct job mapping.
People	Assign correct role and level to each Person.	Accurate workforce classification
Skills & Qualifications	Match expected vs. actual competency.	Training & development insights

✅ All new hires, promotions, and project roles should map directly to the defined career paths.

Access Path

Control Center → People Management → Career

From here, HR users can:

Create and manage Areas, Functions, and Categories.
Define career dependencies and required skills.
Align the career structure with the company’s operational design.

Best Practices

💡 Recommendations for effective career framework management:

Review career structures annually or after major reorganizations.
Maintain unique, descriptive names for Areas and Functions.
Align skill prerequisites with training and development goals.
Verify that all job offers and employee roles use valid career mappings.

⚠️ Common Errors

Issue	Description
Unlinked Functions or Categories	Career components not connected, causing inconsistencies.
Duplicate Names	Overlapping definitions for Areas or Functions.
Misalignment with Recruitment	Job offers using outdated or invalid structures.
Incomplete Skill Mapping	Missing required competencies for certain functions.

Configure Areas, Functions & Categories
Configure Career Skill Requirements
Manage Skills and Qualifications (cross-link from People)
Contract – Career (cross-link to employment-level data)
About the Recruitment Module (for career-path alignment with job offers)

About Career Management