Theoretical approaches to developing a career planning system in the IT industry

Abstract

Introduction. The Ukrainian IT sector remains the most dynamic segment of the economy, continuing to thrive despite the geopolitical challenges of full-scale war. Consequently, the demand for skilled IT professionals is on the rise, creating opportunities for young specialists and fostering competition in the market. This necessitates significant enhancements in talent management effectiveness by IT companies, prompting the development and implementation of new career planning strategies tailored to the industry's specific needs. Effective career planning serves as a crucial aspect for organizational development and business stability, contributing to increased employee engagement and motivation, as well as reduced turnover. Purpose. The primary objective of the article is to emphasize and prioritize the career planning system as an effective human resource management tool, with a focus on elucidating the sequential stages of building such a system using examples from the IT sector companies. Method (methodology). The article employs a methodology of synthesis and systematization through methods of comparing differences and commonalities in interpreting the concepts of "career" and "career planning," analyzing types of career movements within the IT sector companies, synthesizing indicators and criteria for transitioning from manual career management to a centralized system, and specifying key stages of career planning. Results. The article analyzes the scientific and theoretical foundation of the concepts of "career" and "career planning," elucidates the understanding of vertical and horizontal career movements, reveals key elements of the career planning system, proposes indicators for transitioning from traditional career advancement approaches to creating a career planning system, and outlines the main stages of building such a system for HR professionals.