Методичні аспекти побудови системи кар’єрного планування на прикладі підприємств IT-сектора

Abstract

The Ukrainian IT sector remains the most dynamic sector of the economy, despite the geopolitical challenges of the ongoing full-scale war, and continues to develop rapidly. At this, the demand for qualified IT specialists is only growing, creating both opportunities for young professionals and competition in the market. This requires IT companies to significantly increase the efficiency of talent management. Accordingly, the development and implementation of new career planning strategies is an important task for Ukrainian IT enterprises, since the extant generally accepted approaches to personnel management do not always take into account the specifics of this industry. Effective career planning is an important aspect for organizational development and business stability, as it helps to increase the level of employee engagement and motivation, as well as reduce staff turnover. The main purpose of this article is to focus and prioritize the career planning system as an effective tool for personnel management. At this, the main task is to reveal the practical aspect of building the system on the example of companies in the IT sector. The article uses the methodology of generalization and systematization through methods of comparing differences and common features in the interpretation of the concepts of «career» and «career growth», analyzing the types of career movements on the example of companies in the IT sector, synthesizing the formation of career maps for employees of different departments and developing common approaches to building career plans, concretizing the key stages of career planning, inductive and deductive description of career transitions within the department and cross-team movements. The article analyzes scientific and practical approaches to understanding career planning, reveals the understanding of vertical and horizontal career movements. The key elements of the career planning system are disclosed. The methods of creating career maps are characterized and steps for building a career growth system on the example of IT companies are developed. The importance of creating job profiles in establishing a career planning system is indicated. Approaches to building career plans through the establishment of development goals are proposed.