Organizations are often interested in designing career management or career progression frameworks, Whatever be the sophistication that you want to build into it there are three basic factors that must go in to the design considerations to ensure that from a people perspective these systems can attain desired success (goals of your framework or system).
b) What he / she brings to the table (capability or Competency)
c) What the organization wants (Need)
If you have an imbalance or misalignment between these three you are bound to fail in meeting either the individual or organizational need
For simplicity call them ACN.
The three need to be in alignment for an kind of successful program you want to drive. If you have identified A and C but there is no N then for the organization there is no meaning to invest in the same.
Similarly if individual wants A and there is N but no C then it is a decision about whether to Train and Build and at what Cost.
Organization may have the N and individual the C but the individual has a different A then you run the risk of losing the employee so look for other individuals with the same A.
Pretty Simplistic indeed, but in hindsight doesn't everything look so.
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