个人发展计划方法指引.ppt
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1、Creating a High-quality IDP 2.0! How to use Career Experience Map to strengthen your IDP Briefing for: HR Partners Supporting OHRP Development Planning Process (Suggest All Band 8 and above to complete Career Experience Map),Objective,Understand the Career Experience Map and how to complete it Learn
2、 “How-to” leverage your Career Experience Map to strengthen your IDP (case studies),Page 2,What is the Career Experience Map?,Page 1 of the OHRP form,Your career experience map Record of critical career experiences In a standardised and summarised format,Completing the Career Experience Map,Check on
3、ly if majority of your time and KPIs are to gain or determined by such experience (use 60-40 rule) Check only if you have relatively strong control over the outcome of experience (e.g., “primary” P&L v.s. “secondary” P&L) Experience in global project can be gained from either full-time or part-time
4、work, although “part time” suggests to devote at least 30% of your time Allow overlapping experience, but do avoid check too many, unless you have a GM job,When in doubt? under-check to leave room for more developmental experience!,Definitions,NOTICE Men wanted for hazardous journey. Small wages. Bi
5、tter cold. Long months of complete darkness. Constant danger. Safe return doubtful. Honor and recognition in case of success.,Will You sign up this career experience?,-Ernest Shackleton 1913,Case #1 (Individual Contributor),What type of experience does she have?,Strong: Experience Front-End only (li
6、mited turnaround experience) Weak: No experience in People Management, Global Project, Back-End etc.,present,What are her strengths & opportunities?,Strong: Customer focus, Sets aggressive targets, Displays positive outlook Weak: Effectively leads others, Energizes the team, Provides feedback,Typica
7、l sales persons assessment and career map: individual contributor with manager who focuses on development opportunities around leading a team,What is her aspiration for future career path?,What is her next potential job?,Three factors driving the next potential job Her Capability including the caree
8、r experience map Career aspiration Development areas Often a fourth factor Opportunity availability,So, she can Continue to work on her development opportunities, *While prepare for her next job by closing her experience gap diagnosed from her career experience audit,One stone to shoot two birds ?,H
9、ow to upgrade her IDPs experience play?,Validate her developmental objectives?,Effectively leads others Energizes the team Provides and accepts feedback,Prioritize importance for her future people management job ?,What type of experience does she need to gain?,People management (new)? Global project
10、 (new)?,Prioritize importance for her next job?,Manage a team of Distributor Account Managers to produce a plan for growing S&P Sales Etc.,Identify specific one,So,Five helpful questions to leverage career experience,What is the gap of my career experience? What are my strengths and development oppo
11、rtunities? What are my career aspirations and/or next potential job? What is the most important developmental opportunity at my current role and/or future role? What is the most important career experience I need to acquire now in order to help me to do the current job better and/or prepare my futur
12、e job?,How to tell when and how to close experience gap?,Then. Consider broaden your career experience Consider gaining the same type of experience at different career stage For example: from participating as an individual contributor to leading as a first-line manager Consider to have second round
13、of same experience “Experienced” means to have had a same experience at 3 jobs (e.g., IA in 3 countries),Always. With your current job requirements and future career path in mind,Experiences (70%) The most effective development intervention is matching talent with business critical and development r
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