I work for a software company that has expanded exponentially in past two three years. Considering a team that is going to be 300 employees soon creating technical mentor-ship and leadership positions is going to be imminent.
All that said, what are the objective ways of creating promotion/career path policies? I am aware that some companies do personality+tech tests and training. After which they decide what are the most suitable career paths for employees. Are there industry accepted ways(tests+training) to do this?
Let's break this question in couple of mini questions
- Is it ok to run an analytical report on internal issue tracking systems? For instance reports showing how many tickets the given employee has closed or What is the average time to close a ticket etc
- Are there any predictive index(assessment) tools that can be used? There is one here but I am not sure how useful it is outside of hiring work flow
- What kind of leadership training exist to grow internal employees to higher roles