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Confira aqui tudo sobre plano de carreira empresarial

No mercado de trabalho é absolutamente comum encontrar pessoas que dão preferência para uma vaga em detrimento de outra. Isso ocorre por um fator muito simples, mas que define o futuro do funcionário: o plano de carreira empresarial.

Não é segredo para ninguém que o maior propósito, ao começar a empreender, é fazer com que a marca seja reconhecida no mercado, não é mesmo? Só que isso é possível a partir do momento em que os gestores reconhecem a importância dos funcionários para expandir os negócios e, assim, maximizar a qualidade dos produtos ou serviços.

Portanto, preparamos um guia espetacular com tudo o que você precisa saber sobre o plano de carreira empresarial, ou seja, verá desde o conceito até as dicas práticas do que é preciso para montar um plano eficaz. Acompanhe a leitura e confira!

O que é um plano de carreira empresarial?

De maneira geral, o plano de carreira é como se fosse um programa de aprimoramento profissional para aquelas pessoas que já fazem parte da equipe. A ideia central é recompensar os colaboradores em relação ao salário e o cargo por conta do tempo de casa e, principalmente, pelos resultados positivos apresentados até o momento.

Ver os profissionais que começaram por baixo alcançando voos mais altos na organização vai muito além de meritocracia por assim dizer, mas sim uma forma de fazer com que todos progridam de alguma maneira. Esse estímulo é fundamental para qualquer tipo de empresa e, se for bem realizado, pode dobrar o faturamento a médio e longo prazo.

Podemos compreender também que o plano de carreira empresarial seja uma espécie de projeto, a fim de estabelecer uma trajetória a ser seguida pelos colaboradores. Só que esse caminho necessita estar alinhado com os objetivos corporativos, até mesmo para acompanhar e mensurar possíveis evoluções na produção e nas vendas.

Independentemente do seu nicho de atuação, lembre-se que os funcionários vão muito além de mera mão de obra, mas sim um ativo importante para o desenvolvimento da empresa e um possível trunfo para ter vantagem competitiva em relação à concorrência.

Por isso, o investimento na carreira das pessoas que vestem a camisa pelo seu negócio pode representar muito para o sucesso que espera. Na teoria, o trâmite legal para a implantação do plano de carreira passa diretamente pela área de recursos humanos (RH) e é aprovado pelo grau mais elevado da empresa.

Na prática, leva-se em consideração a formação acadêmica, a experiência e as competências dos funcionários que buscam uma promoção, sendo que as competências devem ser avaliadas de acordo com o cargo em disputa.

Se observarmos bem, a gestão de pessoas contribui bastante para o planejamento estratégico, visto que permite reposicionar as metas e fazer com que a empresa ande pelos trilhos certos. No entanto, a responsabilidade de gerir pessoas não é apenas do setor de RH, mas de todos dentro da empresa, a fim de promover a sinergia entre os departamentos e colaborar com o avanço profissional de cada um.

Quais são os tipos de plano de carreira empresarial mais utilizados?

Em vários momentos das nossas vidas somos colocados à prova e temos que escolher um determinado caminho a seguir, não é mesmo?

Na questão profissional isso fica bem aparente e, quando a empresa se importa em oferecer um plano de carreira, a indecisão se torna notável não apenas em relação as ações dos gestores, mas, principalmente, na cabeça dos colaboradores.

As gerações passadas tinham plena certeza do que queriam em suas carreiras, sendo que era absolutamente normal vermos profissionais que ficavam anos em uma mesma empresa nas décadas anteriores.

Hoje em dia, com o advento da geração da internet no mercado de trabalho, a missão de reter esses talentos é um pouco mais complexa, afinal, muitos deles são imperativos, insatisfeitos e conectados a tudo o tempo todo.

Com isso, vale a pena prestar mais atenção nas novas demandas que estão disponíveis no mercado e o que é possível fazer para conciliá-las aos interesses da empresa. A seguir, veja os quatro principais modelos de gestão de carreira e como eles funcionam nas organizações.

Plano em Y

Fazendo uma analogia simples: vamos imaginar que você esteja dirigindo e, em determinado momento do caminho, surge uma bifurcação na rua e precisa escolher qual trajetória será mais útil para chegar ao seu destino.

Funciona da mesma forma nas empresas, o plano em Y, como a própria letra sugere, desenha duas opções paralelas e distintas de carreira para os colaboradores: ser especialista ou gestor.

Em áreas de tecnologia, engenharia, indústrias e demais setores em que a pesquisa e desenvolvimento são fomentadas, a carreira em Y é primordial para agregar em conhecimento e gerar autoridade ao negócio.

Já na outra parte, os profissionais engajados com as áreas administrativas, financeiras e comerciais costumam subir para níveis de coordenação, porém, nada impede que possam se especializar depois.

Plano em W

Da mesma maneira que o plano em Y, a estrutura em W também lida com os níveis de especialização e formação de novos gestores, no entanto, há um terceiro vértice que mescla os demais e remete à gestão de projetos.

Sendo assim, é possível formar profissionais com especialização em determinado assunto e, a partir disso, desenvolver outras pessoas dentro de um projeto específico da empresa.

Esse acompanhamento é pontual e bem técnico em relação ao andamento do serviço, pois costuma trabalhar com questões mais complexas. Normalmente, esse tipo de plano de carreira é utilizado em setores tecnológicos e, por isso, não tem tanta força em outras áreas generalistas.

Plano em linha

Esse tipo de estrutura não tem muito segredo, é um plano de carreira que assume um caminho de forma linear, ou seja, todos os cargos já são previamente estabelecidos pela organização. Se analisarmos a fundo, veremos que o plano em linha é um estilo mais restrito e que, dependendo da empresa, pode não possibilitar um crescimento plausível.

A princípio, não há problemas em montar seu negócio com essa estrutura, porém, seria interessante adaptá-la para outros tipos conforme o negócio se tornar relevante no mercado. Por não haver muitas alternativas, o sistema em linha pode ser uma faca de dois gumes, pois os funcionários só se sentirão motivados até um certo ponto hierárquico.

Plano em rede

Diferentemente do plano em linha, o sistema em rede oferece opções mais completas para os colaboradores, visto que é possível pular de um cargo para outro dependendo das competências que os funcionários apresentarem. Em grosso modo, é uma estrutura mais abrangente e que oferece a possibilidade de escolha do caminho a ser seguido.

Outra questão interessante é que a tomada de decisão não leva em consideração apenas a opinião do alto escalão da empresa, mas também o que corresponde melhor à trajetória de cada funcionário e o que eles pretendem realizar.

Para cada cargo existe mais do que uma alternativa e isso traz a flexibilidade necessária para se adaptar às constantes mudanças de mercado e, inclusive, melhorar o clima organizacional.

Qual a importância do plano de carreira em uma empresa?

Assim como é de suma importância investir no aprimoramento de produtos ou serviços, os colaboradores também necessitam de um “upgrade”, afinal, desempenhar a mesma função por anos pode não ser tão vantajoso assim.

Dificilmente você encontrará alguém que não tem gana ou brio de querer algo melhor na vida, pois isso faz parte do nosso instinto de sobrevivência.

No mundo dos negócios, mais do que reter um cliente é preciso manter o time de funcionários engajados no trabalho que exercem. Compreenda que vários fatores podem influenciar a produção, sendo que a desmotivação é um dos que mais impactam os resultados financeiros de qualquer organização.

Fazer o garimpo de talentos e mantê-los firmes no propósito da empresa é uma missão que precisa ser levada a sério todos os dias. Sendo assim, o plano de carreira empresarial se torna útil para impulsionar o planejamento de metas e fazer com que as pessoas se sintam parte do mesmo objetivo, vestindo literalmente a camisa da empresa.

A partir dessa evolução profissional, os funcionários usarão isso como foco em suas carreiras, desenvolverão novas perspectivas em relação ao cargo que executam e, naturalmente, terão ganhos melhores no futuro.

Isso colabora com a redução do turnover nos setores, pois quando alguém tem plena certeza de que é valorizado, não vê motivos para faltar e se sente motivado a produzir ainda mais. Além disso, a cada degrau alcançado na carreira, o acúmulo de conhecimento gerado é impressionante se formos dimensionar.

O que representa uma vantagem competitiva não apenas para a empresa em relação ao que a concorrência faz, mas também um benefício intangível e inigualável aos colaboradores.

Proporcionar novos caminhos, para aqueles que ajudam você a crescer, permite que a qualidade do serviço seja muito melhor.

Talvez você não tenha percebido ainda, mas isso contribui com o branding da empresa, visto que uma boa imagem é construída não só com soluções que supram as necessidades dos clientes, e sim com um atendimento exemplar.

A elevação da expectativa de resultados também é um ponto interessante de analisarmos, pois, ao otimizar a política de cargos e salários na empresa, o desenvolvimento profissional se torna latente. Nesse caminho é possível identificarmos novos perfis de liderança que podem transformar os rumos do negócio.

Todavia, não podemos deixar de pontuar que a busca por talentos internamente faz com que a empresa reduza custos, pois não haverá tanta necessidade assim de buscar profissionais no mercado de trabalho.

Isso permite que a empresa ganhe um tempo considerável nos treinamentos e não tenha a precisão de realizar inúmeras entrevistas de emprego.

O que deve ter em um plano de carreira empresarial?

Sabemos bem que o recrutamento em si, seja ele interno, seja externo, abre perspectivas de novas oportunidades.

Quando a proposta de plano de carreira fica clara no anúncio de emprego, a possibilidade de ascensão profissional e incentivo motivacional são grandes, fazendo com que o número de candidatos por vaga tende a subir.

Antes de mais nada, é preciso compreender que um cargo é um conjunto de deveres, desafios e responsabilidades inerentes ao negócio realizado pela empresa. Tendo isso em vista, torna-se imprescindível uma análise de cargos para compreender quais são os requisitos necessários para que alguém ocupe a vaga disputada.

Para obter êxito, você deve constituir um plano de carreira que mescle os interesses da empresa com os dos colaboradores, pois, assim, as metas de desempenho e as expectativas de ambas as partes tomam um rumo mais realista.

O tipo de remuneração também faz a diferença, afinal, dependendo do que for estipulado, mexerá com o comprometimento e interesse das pessoas em relação ao cargo disputado.

A remuneração por competência, por exemplo, funciona como fator de motivação e, com isso, estimula um envolvimento maior dos funcionários em relação às metas da empresa. Lembrando que a competência se relaciona a três pilares básicos: o conhecimento, a habilidade e a atitude.

Além disso, em um regime de competência, as avaliações de desempenho são essenciais para obter um feedback da produtividade dos funcionários e mensurar quais estão preparados para avançar na escala hierárquica da empresa. Para tanto, é interessante avaliar questões referentes à capacidade técnica, à personalidade, à criatividade e ao poder de inovação.

Na política de cargos e salários, você tem que deixar claro ao colaborador o que se espera dele na função e assegurar a igualdade de direitos e deveres entre cada um. Mais do que o cumprimento das leis trabalhistas, torna-se indispensável o bom senso no que tange as condições para ocupar uma vaga e, por consequência, o plano de carreira implementado.

Como montar um plano de carreira empresarial?

Na prática, montar um plano de carreira não costuma ser tão complicado, porém, se deseja ter sucesso nisso e acertar em cheio nas pessoas que disponibiliza para os cargos, torna-se relevante prestar atenção nos detalhes.

Para tanto, trouxemos 8 dicas especiais para você tirar a ideia do papel e implantar o quanto antes em sua empresa.

1. Avalie os ambientes internos e externos

De início, você deve identificar qual é o atual cenário em que está o seu negócio e como proceder em relação à política de contratações e promoções. O que acontece nos ambientes internos e externos impactam diretamente o fluxo de produção, o que pode gerar uma onda positiva ou negativa dependendo da situação.

Imaginando que sua empresa trabalhe com exportações, por exemplo, e que o dólar esteja em alta, naturalmente o volume de vendas para o exterior não será tão grande quanto imagina e isso pode influenciar nos recursos financeiros.

Por isso, antes de desenhar qualquer plano, veja se a empresa terá condições, afinal, prometer algo para um funcionário e não cumprir pode deixar uma má impressão.

2. Reúna os gestores

Se o cenário é favorável para contratações ou possíveis promoções, cabe ao topo da pirâmide hierárquica decidir qual será o plano estratégico sobre a carreira dos funcionários. Essa reunião vale a pena para consolidar os cargos que já estão em vigor ou propor novas vagas para suprir as demandas da empresa.

Fazer um brainstorming é importante para averiguar as possibilidades e estruturar o organograma da organização, a fim de estabelecer um processo contundente. Se possível, faça um benchmarking e verifique o que a concorrência tem de diferente, pois isso pode servir de modelo para que o seu negócio dê passos certeiros.

3. Defina quais os perfis necessários para as vagas

Talvez você não tenha percebido ainda, mas esse é um ponto crucial na hora de promover novas vagas. De acordo com dados do IBGE em relação ao trimestre passado, a taxa de desemprego está em 12,3%, o que significa que muitas pessoas acabam procurando emprego não pelo fato de terem a qualificação para a vaga, mas sim por necessidade de sobrevivência.

A partir do momento em que a empresa define quais os requisitos básicos para conseguir uma vaga ou evoluir no plano de carreira, a segmentação de candidatos será melhor e, consequentemente, o processo de escolha mais eficiente.

Com isso, observe quais são os setores que se encontram com gargalos na produção e trace os aspectos indispensáveis para compor o quadro de funcionários sem perder a qualidade.

4. Estabeleça os pontos-chave de contratação ou promoção

Uma estrutura bem-feita do plano de carreira empresarial precisa levar em conta alguns aspectos fundamentais, tais como as competências pessoais, técnicas e gerenciais dos candidatos.

Conhecer os colaboradores é o primeiro passo para definir a subida de cargo e alinhar as expetativas deles com as da empresa.

É interessante fazer um mapeamento dos cargos e elencar os pontos-chave para colocar em prática as contratações e promoções. Fatores como a faixa salarial, as responsabilidades correspondentes ao cargo, o conjunto de habilidades técnicas, formação acadêmica, entre outros aspectos devem ser analisados a fundo.

5. Ofereça treinamentos e capacitações

Não basta apenas dizer que existem bilhões de benefícios, se você não der a possibilidade de os funcionários crescerem dentro da empresa.

Isso é possível tanto com incentivos dos gestores, que servem de espelho para os demais colaboradores, quanto por treinamentos e capacitações diversas.

Se há uma carência na empresa sobre uma determinada especialidade e você dispõe de funcionários empenhados para a função, é possível instruí-los com cursos online, palestras, workshops e assim por diante.

Além disso, o desenvolvimento da gestão de carreira também pode contar com a ajuda de orientações de um coach ou mentor, o que, inclusive, será muito útil para o progresso dos candidatos.

6. Analise o desempenho dos funcionários

Pensando no bem-estar da empresa e em uma ascensão natural dos funcionários conforme o tempo, será de extrema valia analisar o desempenho da sua equipe e verificar se os resultados estão caminhando do jeito que almeja.

A análise das funções e do que cada um pode proporcionar ao negócio permite que o desenho do plano de carreira seja mais coerente. Sendo assim, identifique quais são as forças e fraquezas da sua equipe e como trabalhar isso para otimizar o desempenho daqueles que estão tendo dificuldades.

A elaboração de pesquisas de satisfação também é uma estratégia interessante, visto que você entenderá como anda o clima organizacional e o que pode ser melhorado a curto ou longo prazo.

7. Dê feedbacks pontuais

Assim como todo sistema, o desenvolvimento de um plano de carreira empresarial necessita de feedbacks constantes, a fim de alinhar as informações e fazer com que todos caminhem juntos.

No entanto, é primordial que os gestores tenham essa competência de manter um diálogo aberto com os funcionários, caso contrário, isso pode comprometer a produtividade dos setores.

Essa conversa torna a visão dos processos mais ampla e permite possíveis adaptações na escala de promoções da empresa.

Observar as características de cada geração, por exemplo, também é um ponto relevante, afinal, os jovens preferem correr riscos na maioria das vezes e, por isso, vale um feedback franco, pontual e sistemático para orientá-los sobre o que pode ou não ser feito.

8. Atualize o plano de carreira

Sempre que for preciso, baseado nos resultados que identificou pelo caminho, atualize o plano de carreira para se ajustar ao atual cenário que a empresa vive.

As adaptações são necessárias em qualquer nicho de mercado e permitem uma melhora contínua dos processos da empresa, além de gerar um serviço de qualidade.

Ajustar a estrutura do plano de carreira também é essencial, visto que as empresas passam por transformações constantes e o que era bom em determinado momento, pode não ser tão salutar assim mais adiante.

Tendo isso em mente, as chances de obter êxito nas contratações e promoções são muito grandes, sendo que o aumento das vendas será uma consequência de um planejamento eficiente.

Para concluirmos, verifique o que os colaboradores têm a dizer sobre suas carreiras, o que esperam para o futuro e se pretendem fincar raízes na empresa. Essas informações serão fundamentais para identificar quem está de acordo com os objetivos do negócio e que não medirá esforços para progredir junto.

Gostou deste guia a respeito do plano de carreira empresarial? Tem algo mais a acrescentar? Aproveite a visita ao blog e deixe o eu comentário no post, pois queremos saber a sua opinião sobre o assunto!

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Minha missão no mundo: "Construir um mundo melhor por meio da internet". Autor do livro "Os 8Ps do Marketing Digital" e entusiasta da internet como fenômeno social.

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