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Talent Suite · Career Planning
Career planning software that maps the route between roles
An administrator tool that maps the routes between roles, records development plans on the employee profile, and compares an employee's skills and certifications against a target job profile, all on the record that runs HR and payroll.
The short answer
Workzoom career planning software helps administrators map how roles progress and record development plans on the employee profile. It records career routes from an originating role to the roles it can lead to, lets an administrator compare an employee's recorded skills and certifications against a target job profile, and keeps development plan records on the same employee record that runs HR and payroll. Linking a plan to a course or a successor is a step an administrator takes, not an automatic one. Workzoom career planning software fits employers with 50 to 5,000 employees.
Live on Workzoom right now. North America and the Caribbean.
The real problem
03 pain points
Where career planning breaks down today
Without clear paths and milestones, ambitious employees assume there is nowhere to go. The best people leave to find growth elsewhere.
The Workzoom answer
Workzoom Career Planning gives administrators a place to map the routes between roles and record the development plans that support them, so internal moves are planned deliberately rather than left unspoken.
Talent Suite
Plan the next move before the seat is empty.
Every Workzoom suite shares the same employee data, so career planning stays current with payroll, HR, workforce, and talent without an export or an integration to maintain.
Benefits
Why Career Planning?
Map the Route Between Roles
Career pathing records the originating role and the roles it can lead to, so the progressions your organization recognizes live in one place instead of in a manager's head. It builds on the positions already defined in the Organization module.
Development Plans on the Employee Record
Assign a development plan, with a program title, type, description, and start and end dates, to an employee directly on their profile. It is a record administrators manage and review on the same employee record that runs HR, not a document in a separate file.
Compare Skills to a Target Role
An administrator can compare an employee's recorded skills and certifications against the requirements defined on a target job profile, so the gap is visible on the same record. The comparison is one an administrator runs, not an automatic score.
How it works
How career planning software runs in production.
CAREER PATH DESIGN
Map the progression routes between roles
Workzoom career pathing records the originating role and the resulting roles it can progress to, building an internal map of the moves your organization recognizes. It is an administrator tool that builds on the positions defined in the Organization module.
- Record the originating role and the roles it can progress to
- Build career routes on the positions defined in the Organization module
- Track potential successors for organizational movement alongside the path
DEVELOPMENT PLAN RECORDS
Record development plans against an employee
Create a development plan record, with a program title, type, description, and start and end dates, and assign it to one or more employees. The records live on the employee profile and are managed and reviewed by administrators.
- Development plan records with title, type, description, and start and end dates
- Assign a plan to a specific employee or a group of employees
- Records live on the employee profile, managed by administrators
SKILL COMPARISON
Compare an employee's skills against a target role
An administrator can compare an employee's recorded skills and certifications against the skills and certifications a target job profile requires, so the difference is visible on the same record. The comparison is run by the administrator, not generated automatically.
- Compare recorded skills and certifications to a target job profile's requirements
- Required skills and certifications are defined on the job profile
- Use the employee's profile and certification reports to assess the gap
ONE EMPLOYEE RECORD
Career planning runs on the same record as HR
Career planning reads the positions, skills, and certifications maintained elsewhere in Workzoom, so you are working from current data without re-keying it. Linking a development plan to a course, a review, or a successor is a step an administrator takes, not an automatic hand-off.
- Reads positions from Organization and skills and certifications from the employee record
- Administrators link development to training and successors manually
- No second system to maintain because the data is already in Workzoom
PLANNING VISIBILITY
Keep career and successor information with the employee record
Career routes, development plan records, and potential successors are kept in Workzoom alongside performance, learning, and position data, so administrators can find what they need in one platform when planning movement rather than across separate spreadsheets.
- Originating-to-resulting role maps and potential successors recorded together
- Development plan records assigned and reviewed by administrators
- Information lives in one platform instead of scattered files
Customer stories
Proof, not slideware.
Teams running Workzoom career planning on real payroll, real schedules, real headcount. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
Keep exploring
More from the Talent Suite.
Pair Career Planning with the rest of the Talent Suite. One employee record, nothing to integrate or maintain.
Performance
Goal setting, self-evaluations, manager assessments, 360 and peer reviews, and competency assessments, all on the same employee record an administrator uses for compensation, development, and succession decisions.
Learning
A course set to apply to a role assigns when someone moves into it, and certifications are recorded with a notification before they lapse. No spreadsheet of who's due.
Succession
Name your critical roles, record a succession plan for each, assign the potential successors you have in mind, and set a readiness level, all maintained by an administrator on the same employee record as HR.
Workzoom is $4 USD per suite per employee per month, or $16 all-in for the full platform. No setup fees, no long-term contract. See pricing.
Get started
See Career Planning on your own data.
A 15 to 60 minute working session, not a slide deck. We walk through Career Planning live, on your headcount and your industry, then give you a straight answer on fit and price.
Workzoom works with organizations of 50 or more employees. See our minimums.
Frequently asked
What teams ask before turning on Career Planning.
Specifics on how Workzoom career planning works, what it costs, and how it connects to the rest of the platform.
Workzoom's career planning is an administrator tool that maps how roles progress, records development plans on the employee profile, and lets an administrator compare an employee's skills and certifications against a target job profile. It runs on the same employee record as HR, learning, and positions, so administrators work from current data. Linking a plan to a course or a successor is a step an administrator takes, not an automatic hand-off.
High performers often leave because no one has mapped where their role can lead. Workzoom career pathing gives administrators a place to record the routes between roles and the development plans that support them, so the organization can plan internal moves deliberately instead of reacting when someone resigns. The maps and plans are maintained by administrators rather than browsed by employees in self-service.
Not today. Career planning is primarily an administrator tool. Administrators maintain the role maps, development plan records, and potential-successor lists. Employees do not browse career paths or development plans through self-service. The records live on the employee profile for administrators to manage and review.
Development plan records appear on the employee's Learning profile, and an administrator can assign a course or certification that supports a plan. Courses can auto-assign based on the applicability defined on the course itself, but a development plan does not assign training on its own, and certifications are recorded manually on the employee profile.
Potential successors for organizational movement are recorded alongside career routes, and succession plans are maintained in the Succession module. The link is one an administrator maintains by hand, not an automatic feed of readiness between modules.
Performance and career planning share the same employee record, so an administrator reviewing development can reference an employee's recorded competency assessments. The connection is a reference on a shared record, not an automatic transfer that builds the development plan for you.
A development plan record captures a program title, type, description, and start and end dates, and can be assigned to one or more employees. It is a record administrators manage on the employee profile. It does not carry its own task list, and it does not automatically pull in training or review data.