Mercer Canada | Career Frameworks: Mapping the solution

Mercer Canada | Career Frameworks: Mapping the solution

Workforce and Careers

Career Frameworks

MAPPING THE SOLUTION TO SOME OF CANADA’S TOP TALENT ISSUES

To best identify opportunities for Canadian employers, you must first understand the challenges they face. In an effort to do just that, we gathered insights, not only from some of Mercer’s thought leaders, but also from employers — globally and locally.

An all too familiar trend has surfaced — The struggle to attract, engage, and retain the right talent, in the right job, for the right price.

In Mercer’s Career Frameworks in Talent Management Survey, Canadian respondents identified the top three talent challenges their business would face in the next 12 months:

1.

Accelerating talent strategies to execute on business objectives.

2.

Utilizing Big Data for more effective and predictive workforce planning.

3.

Increasing employee mobility, engagement and retention, and decreasing internal recruitment costs.

While data is beginning to play a significant role in better understanding the direct correlation of talent strategies to business outcomes and employee needs, HR leaders continue to grapple with getting the most out of the analytics opportunity. Leading organizations are building HR capacity and capability to integrate and draw meaning from multiple data streams which feed into all of the challenges listed above. A first step in fully understanding and improving your workforce is to better understand the pathways and pace in which people flow — both into and out of the organization. In the end, most of these challenges can come down to fit … but how do you find it?

FIND THE RIGHT FIT

The overarching challenge for employers is finding better ways to draw the most value from, properly place, and hold on to top talent, while aligning that talent to business goals. Mercer research shows that 78 percent of US and Canadian workers say they would stay with their current employer if they had a better sense of their career trajectory within the company. Employers must map out and clearly communicate career pathways so employees fully understand the opportunities before them and become more engaged. 

"The cost to replace an employee is as high as 150% annual salary."

Career frameworks strategies can help both employees and employers. Employees are given more control over their career with visibility into earning opportunities, accountabilities, and expected duration at various jobs and levels. For organizations, a career framework helps develop engaged and empowered employees, leading to a more productive workforce, and a strong pipeline of talent in roles aligned with business objectives.

Though Canadian employers are leveraging some career framework components in their talent management efforts, room for improvement remains. Most respondents admit they haven’t been using the tools effectively.  Most say they are effective at basic elements, such as job postings and descriptions, but far fewer were effective at training managers, implementing assessment tools, or building career frameworks that clarify potential career moves. 
(See Figure 1)

FIGURE 1

Percentage of Canadian organizations effectively using the following career management elements.

While managers play an important role in helping employees navigate their careers, Canadian organizations list manager expertise/tools as their top career frameworks challenge. Without the right strategy and guidance, managers often focus on the employee’s current position and perhaps one step higher, while failing to show (or know themselves) the various career opportunities, potential paths, skills and competency requirements, impact on the company, and more. 

This is a clear call to employers — the time to not only implement but effectively integrate a career framework strategy is now.

If done correctly, Employers will be better positioned to:

  • Attract, retain, and engage employees by demonstrating options for growth. 
  • Translate business objectives into explicit talent requirements.
  • Strategically map the growth of critical skills.
  • Assign accountabilities to roles.
  • Unlock Big Data insights from HCM.
  • Create easier benchmarking for rewards and benefit programs.
  • Build an infrastructure to analyze, manage, and deploy talent.

ABOUT THE SURVEY

The 2015 Career Frameworks in Talent Management Survey was conducted in partnership with Human Capital Media Advisory Group, the research arm of Talent Management and Workforce magazines. The survey, which includes responses from 1,785 HR professionals from more than 100 countries across more than 19 industries, examined organizations’ current practices and future plans around career frameworks.

Workforce and Careers Services and Products

Career Frameworks

Mercer helps clients build workforce capabilities through proactive and deliberate career management strategies and programs.
Learn more

Employee Engagement

Mercer-Sirota has services and technology that span all aspects of the employee experience, including employee engagement, team effectiveness, leadership & culture
Learn more

Leadership Strategy

In order to ensure organizations maximize their leadership potential, they need powerful strategies for developing and managing leaders.
Learn more

Mercer360

Mercer360 surveys enable individuals to collect feedback on their performance from multiple perspectives, including their manager, direct reports, and peers. Mercer360 is used for self-development purposes, often as part of a larger assessment or development intervention.
Learn more

Mercer Learning

Mercer Learning offers a comprehensive learning solution and training designed to accelerate the development of HR professionals’ skills and competencies – both core and technical.
Learn more

Organization Design

A successful organization design addresses the structure, governance, and processes that other HR practices must align to in order to achieve the desired performance.
Learn more

Performance Management

With an emphasis on performance, Mercer helps our clients create performance management solutions that work.
Learn more

Talent Assessment and Development

Mercer helps clients develop leadership capability to raise the performance bar, manage pipeline risk and positively impact retention.
Learn More

Workforce Strategy & Analytics

Mercer assists clients to determine the quantity and quality of workforce required in each critical job families, and formulates workforce strategies to address any gaps and risks; uses data analytics to help clients to resolve complex talent issues.
Learn More
  Speak with a Mercer Consultant
We’re eager to speak with you. Please provide your details below.
*Champs requis
 Speak with a Mercer Consultant
Our consultants are here to help you realize the full potential of your people. Let us know how we can best address your talent strategy needs.
*Champs requis
Le prénom doit être fourni.
Le nom doit être fourni
Le rôle doit être fourni
L'entreprise doit être fournie
Le secteur d'activité doit être fourni
Le courriel doit être fourni Courriel non valide
Phone number is required
Le nom de l'entreprise doit être fourni
Le pays doit être fourni
Maximum de 250 caractères

I would like to receive communications about products and offerings from Mercer. I understand that I can unsubscribe at any time. 

By clicking Submit, I agree to the use of my personal information according to the Mercer Privacy Statement. I understand that my personal information may be transferred for processing outside my country of residence, where standards of data protection may be different.

Nous ne pouvons pas traiter ce formulaire car il contient des erreurs. Veuillez vérifier l'information saisie dans les champs et essayer de nouveau.

Thank You