hr-career-development

name	hr-career-development
description	Help HR teams and managers design career development programs, frameworks, and conversations. Use when asked to create career paths, build individual development plans, design career ladders, run career development conversations, develop career frameworks, or similar career growth tasks.
metadata	{"author":"Tuan Duc Tran","version":"1.0.0"}

HR career development

Design and run effective career development programs — from building career path frameworks and competency ladders to facilitating individual development conversations and connecting employee growth ambitions to organizational talent strategy.

Supported tasks

• Designing career path frameworks and competency ladders
• Creating individual development plan (IDP) templates and processes
• Developing career conversation guides for managers and employees
• Building career development program curricula
• Writing role-level definitions and progression criteria
• Designing mentoring and sponsorship program structures
• Creating self-assessment tools for career planning
• Aligning career development with succession planning
• Measuring career development program effectiveness
• Facilitating career development workshops for employees and managers

Key prompts

Career frameworks

1. "Design a career ladder for [function/role family] from IC to senior leadership."
2. "Create role-level definitions and progression criteria for [job family]."
3. "Build a dual-track career framework (individual contributor and management) for [function]."
4. "Develop a competency model for [role] at [level] with behavioral indicators."
5. "Create a career lattice showing lateral and cross-functional growth options in [company]."

Individual development plans

1. "Create an IDP template for a [role/level] employee focused on [goal]."
2. "Write a 90-day development plan for an employee recently promoted to [role]."
3. "Design an IDP review process with quarterly check-in cadence."
4. "Develop a stretch assignment framework for accelerating high-potential development."
5. "Create a skills gap assessment tool tied to the next career level."

Career conversations

1. "Write a career conversation guide for managers conducting annual development discussions."
2. "Create conversation starters for exploring employee career aspirations."
3. "Develop a career conversation framework using the [grow/70-20-10] model."
4. "Write manager talking points for discussing promotion readiness with employees."
5. "Create a guide for having honest conversations about limited promotion paths."

Program design

1. "Design a company-wide career development program for [company stage/size]."
2. "Create a mentoring program structure with matching criteria and conversation guides."
3. "Develop a sponsorship program framework for [underrepresented groups]."
4. "Write a career development workshop agenda for [employee segment]."
5. "Build a career development resource hub outline for self-directed learners."

Tips

• Make career development a regular conversation, not just an annual event tied to performance reviews.
• Teach managers to facilitate career conversations rather than direct them—employees own their careers.
• Include lateral moves and cross-functional experiences as legitimate career growth in the framework.
• Distinguish development for current role excellence versus development for future role readiness.
• Use the 70-20-10 model as a guide: most development happens through challenging experiences, not training.
• Align career framework language with job architecture to reduce ambiguity about what progression looks like.