Design multiple career development routes
In the process of employees' career planning, it is particularly important to design multiple career development routes. The traditional career path is usually one-way. For example, the career path of technicians is often: assistant engineer-engineer-intermediate engineer-senior engineer-chief engineer, while the career path of managers is often: assistant-sponsor-supervisor-project manager-deputy department manager-department manager-assistant general manager-deputy general manager. Obviously, there are relatively few development opportunities for technicians. For telecom operators who are mainly professionals, it is particularly important for key employees to feel valued by the company. One-track career path will make professionals inferior to managers in many aspects, such as status, salary and development opportunities. Eventually, high-value professionals may leave the company. The solution is to provide employees with a variety of career development paths.
The system of multiple career development routes allows employees to decide their own career development direction, providing them with a kind of? The pleasure of choice? . In figure 1, technicians have the opportunity to enter three different career paths, namely, one scientific research career path and two management career paths. These three different development paths have similar salary levels and development opportunities, which is helpful for employees to choose the development path that best suits their interests and skills.
Generally speaking, telecom operators should adhere to the following two points when designing multiple career development routes for technicians.
Ensuring that the salaries, benefits, status and remuneration of technicians are not lower than those of managers is the primary consideration when designing career development routes. Of course, the basic salary of technicians and managers can be different because of their different nature and content of work. The basic salary of technicians can be lower than that of managers, but they should have the opportunity to increase their overall income through scientific research bonuses, patent bonuses and other forms.
It is necessary to provide technicians with the opportunity to choose a career path. This not only means that telecom operators design different promotion routes and show different development paths to employees, but also means that telecom operators should provide employees with relevant career planning resources such as evaluation methods. By evaluating this information, technicians will know whether their interests, values, strengths and skills are suitable for technical or management positions.
A variety of career paths designed for technicians does not mean that all technicians can engage in management careers. Only those technicians who really have excellent management skills can choose whether to become managers according to their own interests. It should be noted that the design of multiple career paths is by no means intended to condone those employees who lack management ability. For employees who can't enter the management, telecom operators can focus on incentives in the design of salary system. The salary of these employees should be based on the level of knowledge, not just on the requirements of the current job. Through the formulation of salary system, employees are encouraged to broaden their skills and reduce the difference in the rate of return between management positions and non-management positions.
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