Give your people a roadmap for professional growth

Career development software is a digital tool that helps employees plan and advance their careers within an organisation. It provides resources and features such as:

• Skills assessments

• Development plans

• Goal setting

• Progress tracking

This software aims to support employees in identifying career goals, acquiring new skills, and navigating their career paths, ultimately leading to increased job satisfaction and retention.

Career management software is a comprehensive system that assists both employees and employers in managing career growth and progression.

It includes all features of career development software, such as:

• Skills assessments

• Development plans

• Goal setting

• Progress tracking

It also incorporates broader career management functions like:

• Succession planning

• Talent management

• Performance tracking

The goal is to align individual career aspirations with organisational needs, fostering a mutually beneficial relationship.

Thus, career management software is broader than career development, encompassing individual career growth and organisational talent management.

Career pathing software is a tool that helps employees and organisations visualise and plan career progression within the company. It provides features for mapping potential career paths based on skills, experience, and job roles.

Employees can use the software to explore different career opportunities, understand the requirements for each role, and create development plans to reach their desired positions.

For organisations, career pathing software aids in succession planning and talent management by identifying skill gaps and preparing employees for future roles.

A career management programme is a structured initiative within an organisation supporting employees in managing their career paths. It typically includes activities such as:

• Career planning workshops

• Mentoring and coaching

• Skills assessments

• Development plans

• Succession planning

The programme aims to help employees understand their career options, set realistic goals, and take actionable steps towards achieving them while ensuring that the organisation can effectively develop and retain talent to meet its strategic objectives.

Career development focuses on an individual’s personal growth and skill acquisition, helping them advance in their chosen career path through training, education, and experience. On the other hand, career management is a broader process that involves planning and controlling one’s career trajectory within an organisational context. It encompasses career development activities and includes strategic planning, goal setting, and aligning personal aspirations with organisational goals.

Essentially, career development is a component of career management.

Deel Engage allows you to customize career paths to align with your organization’s specific structure and roles. For example, you can create departmental-focused career frameworks and individual contributor and leadership career paths.

Additionally, you can customize the number and types of competencies for your competency models. For example, your leadership paths can have additional competencies compared to the individual contributor paths. For highly technical positions, you can also include more technical competencies and fewer core competencies. You have complete freedom to tailor career frameworks according to your organizational structure, needs, and strategic goals.

With Deel Engage, companies can create clear career pathways for every organisational role and level. These paths are highly flexible, but usually include:

• Competencies needed for every role—core, functional, technical or leadership competencies

• Competencies required to take the next step

• Detailed descriptions to understand expectations at each level

• Concrete desired outcomes as measurable results

This way, the organisation can approach career progression from a competency perspective, resulting in more horizontal and vertical mobility. With connected two-way feedback and skills assessments, workers see where they stand. They also see what is expected to progress in their current role or other roles within the company. Lastly, they also get access to learning resources that help them reach the next level of their careers.

Employees can use Deel Engage to explore various career paths and view the required competencies and steps for advancement. This feature allows them to understand what skills and experiences they need to acquire to advance their careers and plan their development accordingly.

Our user-friendly platform has intuitive navigation and a centralised hub for all career development tools and information.

Yes, with Deel Engage, admins, managers, and workers track and analyse career progression, skills development, and goal achievement. Detailed analytics and reporting features will help everybody in the organisation understand progress, identify areas for improvement, and make informed decisions about career development.

The implementation process for your career development can take up to 14 weeks, depending on various factors, such as the existing competency database, the number of employees onboarded, and the complexity of career pathing and levelling.

The steps are:

1. Meet stakeholders to assess the status quo, review requirements, and align on the desired go-live date

2. Review existing material (e.g., competency data, organisational levels, etc.)

3. Define the career framework structure—focus on the goals and structure of the framework (e.g., number of levels, number of career paths, choice of competencies: core, functional, technical, and leadership, etc.)

4. Define competencies and levelling framework (number of seniority levels, types of paths—individual contributor and leadership)

5. Create the career framework—first phase: create a competency library draft and templates for managers; second phase: train managers on selecting and defining competencies for their teams

6. Assess employee role levels

7. Train managers and employees on how to use the career development system

8. Onboard employees to the platform

9. Launch the career development software company-wide and assign workers to career paths and levels

10. Conduct additional manager training to help employees develop and align their career development with strategic organisational goals

Note that this process applies to organisations with limited content on competencies, levelling, and career pathing. For organisations that have already completed the preparation work, importing everything into Deel Engage will take a maximum of two weeks.

All customers can access guides, tutorials, manager training and 24/7 customer support, so you never have to wait long for a response.

We also have a team of specialists in learning science who can provide hands-on support to help you get started and train people during implementation of the platform.

Yes, Deel Engage will integrate with your existing HRIS. However, if you’d like all your talent management processes in one place, you can switch to Deel's built-in HRIS, which is included with Deel Engage and every Deel HR solution.

This way, you can enjoy our all-in-one talent development solution, which links processes such as career frameworks, two-way feedback and performance reviews, growth plans, compensation reviews, and engagement surveys.

No, there are no additional fees for accessing support.

Deel takes data security seriously and uses best-in-class security protocols, such as SSL encryption, two-factor authentication, ISO 27001 certification, and SOC 2 and GDPR compliance. We also have a dedicated security team that monitors our systems 24/7.

Yes, Deel Engage supports single sign-on.