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Advice on taking and passing the SPHR exam?
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Is this correct?

Advice on taking and passing the SPHR exam?
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There should be career paths for both leadership & SMEs based on the employee’s skill set and career goals. No need to force a square peg into a round hole. All organizations need the “worker bees” who are happy to do their work and go home. Not everyone is striving for achievements.
Not everyone can be manager. So yes, I consider expanding knowledge within a role.
I agree. Not everyone wants to move up (or should move up). Businesses need to have individuals at all levels and having experienced people at all levels who are happy to stay where they're at is a benefit to companies.
Pro
Many organizations do not allow substantial mage increases without a promotion. What is the point of them developing if the best they might see is a COLA after expanding their knowledge and skills for the current role?
Pro
I think this is fair - honestly, a readiness assessment might be better as it allows you to see how someone is tracking to the next level.
If an employee isn’t ambitious, doesn’t aspire to more or to manage people - that’s fine. But to your point, there should be a tailored plan to support them to be the best at their role. More competency and fluency, than new skills and strategy.
Rising Star
Absolutely agree. Not everyone wants to be a manager, my husband among them. He's one of their best salespeople (he won a sales award for his full-time work that he performed while receiving horrific chemotherapy every three to four weeks). He has absolutely no interest in being a manager.
What we need to do is to keep individual contributors challenged, engaged, and rewarded, no matter their level. Or create levels for that role that don't rise to "management," but are instead based on skills acquired and newly used.
I know of a Wawa Customer Service Associate (the entry-level job at a store) who has been at the same store for over 30 years, with NO interest in being promoted. His Wawa stock is valued in the seven figures. He could retire now if he wanted to, even though he's not even 60 yet.
Rising Star
I agree. I think development should be about growth, not necessarily promotion. Not everyone measures success by moving into management.