Managing future career paths

• US 20070203710A1
• Filed: 03/29/2002
• Published: 08/30/2007
• Est. Priority Date: 03/29/2002
• Status: Active Grant

• Current Assignee: Oracle America, Inc. (Oracle Corporation)
• Original Assignee: Siebel Systems Inc. (Oracle Corporation)
• Inventors: Habichler, Juergen, Deighton, Anthony, Lau, Issac, Weng, Yu
• Granted Patent: US 8,046,307 B2
• Time in Patent Office: Days
• US Class Current: 705/9
• CPC Class Codes: G06Q 10/00 Administration; Management
• CPC Class Codes: G06Q 10/105 Human resources
• CPC Class Codes: G06Q 10/1053 Employment or hiring

Abstract

A method, system, and computer-readable medium for using competency-related information for individuals to provide a variety of benefits is described. In some situations, competency-related information is used to assist members of an organization in managing future career paths within the organization. An organization member can specify a starting position type and a target future position type, and one or more possible career paths leading from the starting position type to the target future position type (possibly through one or more intermediate position types) are identified. Competency gaps for the member relative to the position types along the career path can be identified, and actions to reduce those competency gaps can be identified for possible inclusion in a future action plan for the member.

Claims

1. A method in a computing system comprising:

managing a plurality of career paths, wherein

the career paths are future career paths of employees of an organization and each of the employees has a set of current competencies tracked by the organization, and wherein the managing comprises

assisting an administrator for the organization in defining conditions related to the career paths within the organization by,

for each of multiple work position types within the organization, receiving from the administrator a corresponding set of required competencies and an indication of one or more other potential next work position types to which employees in work positions of that work position type can move; and

automatically creating a network of related work position types by linking each work position type to each of the indicated potential next work position types for that work position type; and

assisting multiple employees of the organization in managing a respective future career paths within the organization by, for each of the multiple employees,

receiving from the employee an indication of a target work position type that is distinct from a current work position type of the employee;

automatically identifying a career path for the employee through the created work position type network that includes a series of work position types from the current work position type to the target work position type;

automatically retrieving the tracked set of current competencies of the employee;

automatically determining a next work position type in the series after the current work position type and determining one or more competency gaps between the current competency set of the employee and the competency set corresponding to the determined work position type;

for each work position type in the series after the determined next work position type, automatically determining one or more competency gaps between the competency set corresponding to a previous work position type in the series and the competency set corresponding to that work position type;

automatically determining an action plan for the employee that includes one or more actions for each of the determined competency gaps over a period of time, such that performance of the actions by the employee over the period of time will eliminate the determined competency gaps; and

presenting the determined action plan to the employee for use in managing the identified career path.

2. The method of claim 1 including, after the presenting of a determined action plan to one of the employees:

receiving from the employee an indication of one or more of the actions included in the determined action plan; and

adding the indicated actions to a group of planned actions for the employee.

3. The method of claim 1 including, after the presenting of a determined action plan to one of the employees, periodically determining whether actions included in that determined action plan have been performed by the one employee, and reminding the one employee of one or more of those included actions that are not determined to have been performed.

4. The method of claim 1 including, for each of the multiple employees, automatically scheduling for the employee at least some of the actions included in the determined action plan for that employee.

5. The method of claim 4 wherein the scheduling includes selecting times when the employee is available to perform each of the scheduled actions.

6. The method of claim 1 including, before the presenting of the determined action plan to an employee, ranking the actions included in the determined action plan based at least in part on determined values of performance of those actions to the employee, and wherein the presenting is performed in such a manner as to indicate the ranking of the included actions.

7. The method of claim 1 including, after the receiving of an indicated target work position type from one of the employees, automatically providing information to the employee that describes that target work position type.

8. The method of claim 1 including, after the receiving of an indicated target work position type from one of the employees, automatically providing information to the employee about one or more other employees whose work positions are of the target work position type.

9. The method of claim 1 including, after performance by an employee of at least some of the actions included in the determined action plan for the employee, automatically providing information to the employee about openings for work positions of the target work position type.

10. The method of claim 1 including, for each of at least one of the multiple employees, automatically determining one or more potential future work position types for the employee based at least in part on the tracked set of current competencies of the employee and presenting the determined potential future work position types to the employee, and wherein the received indication from the employee of the target work position type is a selection of one of the determined potential future work position types.

11. The method of claim 1 wherein the determining of the action plan for at least one of the employees includes determining multiple action options for one of the determined competency gaps such that performance of any of the determined action options would eliminate that one determined competency gap, and wherein the presenting of that determined action plan includes indicating the multiple determined action options.

12. The method of claim 1 wherein the presenting of each of the determined action plans to an employee includes presenting the series of work position types included in the identified career path for the employee and presenting the determined competency gaps for the employee.

13. The method of claim 1 including, after the receiving of an indicated target work position type from one of the employees, automatically determining multiple possible career path options for the employee from the current work position type for the one employee to that target work position type and presenting the determined multiple career path options, and wherein the identified career path for the employee is a selected one of the determined multiple career path options.

14. The method of claim 1 wherein the organization provides an information portal from which each of the employees can repeatedly receive a page of information with career path management information that is specific to that employee, the received pages for presentation on a computing device, and including determining current status information about the action plan for an employee for inclusion in the page of information for the employee each time that the employee is to receive the page of information so that current career path management information can be provided to the employee as part of the presenting of that page of information.

15. A computer-implemented method comprising:

managing future advancement paths of members of an organization, the organization having multiple position types that each have defined requirements, at least some of the position types comprised in a position type network that specifies one or more next possible position types for each of at least some of the position types of the organization, wherein the managing comprises

receiving an indication of a target position type for a member, the target position type distinct from a current position type for the member;

automatically identifying at least one possible advancement path from the current position type to the target position type based at least in part on the position type network, each identified advancement path including a series of one or more position types distinct from the current position type such that each position type in each series is one of the specified next possible position types for a previous position type in that series and/or for the current position type; and

for each of at least one of the identified possible advancement paths,

for each position type along the included series for the identified possible advancement path other than a first of those position types, automatically determining one or more requirements for moving to that position type from a previous position type in that series;

for each of the determined requirements, automatically determining one or more options for future actions of the member such that performance of any of the future action options would satisfy the determined requirement; and

automatically providing indications of the determined future action options for use in assisting the member in moving along the identified possible advancement path to the target position type.

16. The method of claim 15 including ranking the identified future action options, and wherein the providing of the indications is performed in such a manner as to indicate the ranking.

17. The method of claim 16 wherein the ranking of the identified future action options is based at least in part on a determined value of performance of those future actions to the member.

18. The method of claim 16 wherein the ranking of the identified future action options is based at least in part on a determined value of performance of those future actions to the organization.

19. The method of claim 15 including automatically providing information to the member about the target position type.

20. The method of claim 15 including automatically providing information to the member about one or more other members that have had positions of the target position type.

21. The method of claim 15 including automatically providing indications to the member of openings for positions of the target position type.

22. The method of claim 21 wherein the providing of the indications of position openings is performed after performance by the member of at least some of the determined future action options.

23. The method of claim 15 wherein the indicated target position type is automatically determined for the member based at least in part on current competencies of the member.

24. The method of claim 23 including determining multiple potential future position types for the member, and wherein the received indication of the target position type is a selection by the member of one of the determined potential future position types.

25. The method of claim 15 wherein the determining of the requirements for moving to each of the position types from the previous position type includes excluding requirements already satisfied by the member.

26. The method of claim 15 wherein at least some of the determined requirements for moving to position types are competencies associated with those position types.

27. The method of claim 15 wherein at least some of the determined requirements for moving to position types are associated non-competency restrictions.

28. The method of claim 15 wherein at least some of the determined requirements for moving to position types are competency gaps associated with the member.

29. The method of claim 15 including determining one or more requirements for moving to the first position type in the included series from the current position type.

30. The method of claim 15 wherein at least some of the included series of position types further include the current position type.

31. The method of claim 15 including generating a schedule for the member that includes multiple of the determined future action options and providing an indication of the generated schedule.

32. The method of claim 15 including, for each of at least one of the indicated future action options, providing one or more indications of multiple future instances of that indicated future action.

33. The method of claim 32 including receiving an indication of one of the indicated instances and scheduling the member for the indicated future action instance in response.

34. The method of claim 15 wherein the determining of the future action options excludes actions already performed by that member.

35. The method of claim 15 including, in response to a selection of one of the indicated future action options by the member, facilitating the performance of the selected action by the member in an automated manner.

36. The method of claim 15 including, in response to a selection of one of the indicated future action options by the member, performing the selected action for the member.

37. The method of claim 15 including later determining whether indicated future action options have been performed by the member and providing an indication of one or more of those actions that have not been performed.

38. The method of claim 15 including identifying multiple possible advancement paths for the member, and wherein the determining of the requirements and the determining of the future action options are performed for one of those possible advancement paths selected by the member.

39. The method of claim 15 wherein the included series for each of the identified possible advancement paths have multiple position types.

40. The method of claim 15 wherein the providing of the indications of the determined future action options includes presenting those indications to the member.

41. The method of claim 40 wherein the presenting of the indications is performed as part of each load of an information page generated for that member.

42. The method of claim 15 wherein the provided indications of the determined future action options for an identified advancement path include indications of the series of position types included in that identified advancement path.

43. The method of claim 15 wherein the provided indications of the determined future action options for an identified advancement path include indications of the determined requirements for that identified advancement path.

44. The method of claim 15 wherein the members of the organization are employees of a business, and wherein the method is performed for each of multiple of the employees.

45. The method of claim 44 wherein the position types are work position types for the business, and wherein the advancement paths are career paths for the employees.

46. The method of claim 15 including storing indications of one or more of the indicated future action options as performance goals for the member.

47. The method of claim 15 wherein the indication of the target position type is received from the member.

48. The method of claim 15 wherein the indication of the target position type is received from a supervisor of the member.

49. The method of claim 15 wherein the indicated future action options are provided to a supervisor of the user.

50. A computer-readable medium whose contents cause a computing device to manage a future career for an individual, by performing a method comprising:

receiving an indication of a target work position for an individual that is distinct from a current work position for the individual;

automatically managing a future career for the individual by determining one or more future actions that when performed by the individual would satisfy criteria for moving along a possible career path from the current work position to the target work position; and

providing indications of the determined future actions for use by the individual in moving along the possible career path to the target work position, wherein each of one or more intermediate work positions along the possible career path represents one of multiple work positions of an indicated work position type, wherein

the individual is a member of an organization, and including identifying the possible career path from the current work position to the target work position based at least in part on a work position network for the organization that specifies one or more next possible work positions for each of multiple work positions of the organization.

51. The computer-readable medium of claim 50 wherein the individual is an employee of a business, wherein the possible career path from the current work position to the target work position includes a series of one or more intermediate work positions, and wherein the intermediate work positions are positions provided by the business.

54. The computer-readable medium of claim 50 wherein the computer-readable medium is a memory of a computing device.

55. The computer-readable medium of claim 50 wherein the computer-readable medium is a data transmission medium transmitting a generated data signal containing the contents.

56. The computer-readable medium of claim 50 wherein the contents are instructions that when executed cause the computing device to perform the method.

57. The computer-readable medium of claim 50 wherein the possible career path from the current work position to the target work position includes a series of one or more work positions distinct from the current work position and such that each work position in the series other than a first of those work positions is a possible next work position for a previous work position in that series, wherein the managing of the future career for the individual includes identifying the possible career path and determining one or more criteria for moving to each work position along the included series from a previous work position in that series, and wherein the determining of the one or more future actions includes identifying future actions that when performed by the individual would satisfy the determined criteria.

52. (canceled)

53. (canceled)

58. A computing device comprising:

a career path management component for assisting in career path management, wherein career path management component comprises

a career path manager component that is capable of, for each of multiple members of an organization, receiving an indication of a target organizational position type for the member that is distinct from a current organizational position type for the member, identifying a possible career path from the current position type to the target position type that includes a series of one or more position types distinct from the current position type such that each position type in the series other than a first of the position types is a next possible position type for a previous position type in the series, automatically determining one or more requirements for moving to each of at least some of the position types along the series from the previous position type in that series, and automatically determining one or more future actions whose performance by the member would satisfy the determined requirements; and

an information providing component that is capable of automatically providing indications of the determined future actions to members for use in assisting those member in moving along the identified possible career paths.

59. The computing device of claim 58 wherein the career path manager component is executing in memory of the computing device.

60. A computer system comprising:

means for assisting in career path management comprising means for managing future advancement paths of members of an organization, wherein

the organization has multiple position types,

each of the multiple position types has defined requirements,

at least some of the position types comprise a position type network that specifies one or more next possible position types for each of at least some of the position types of the organization, and

the means for managing comprising

means for receiving an indication of a target position type of said position types for a member of an organization that is distinct from a current position type of said position types for the member,

means for identifying a possible career path from the current position type to the target position type that consists of a series of one or more position types distinct from the current position type such that each position type in the series other than a first of the position types is a next possible position type for a previous position type in the series,

means for automatically determining one or more requirements for moving to each of the position types along the series from the previous position type in the series, and

means for automatically determining one or more future actions a performance of which by the member would satisfy the determined requirements; and

means for automatically providing indications of the determined future actions to the member for use in moving along the identified possible career path.