Career Planning


In your role as manager, you meet with an employee and plan his or her career. Points that are considered in this plan are: the employee’s personal ambitions and preferences, the employee’s qualifications and potentials, and how the employee has performed up until now.

You can use predefined careers for planning. These predefined careers describe a typical sequence of jobs or positions that the employee could occupy in your company. You can also analyze individual jobs or positions to see if they are suitable career goals for the employee.

On the basis of this planning, you can draw up an individual career plan containing suitable target jobs or positions. If you create a career plan for an employee, you might need to update your succession planning measures for the positions contained in the career plan.


You might carry out career planning in either of the following situations:


  1. Obtain information on the employee whose career you want to plan.
  2. For further information on how to obtain this information, see the topics Displaying a Profile and Profile Evaluations.

  3. If necessary, find out about any predefined careers.
  4. Find out about any relevant company-specific conditions.
  5. Obtain information on the target posts (jobs, positions) within your company.
  6. On the basis of the information at your disposal, define possible target posts for the employee. If you wish, define possible careers.
  7. Decide whether the possible target positions are suitable for the employee.
  8. On the basis of this decision, draw up a career plan for the employee.


An initial career plan has been drawn up for an employee. You can process this initial career plan further. Possible steps are described in the table below:



Personnel development required by employee

Draw up an individual personnel development plan

You need to check the succession plan for a position as a result of career planning

Monitor the succession plan.


Working on a career plan can lead to the following actions: