Career development ver 5

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  • Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
  • Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
  • Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
  • Career development ver 5

    1. 1. CAREER DEVELOPMENT IDENTIFYING CAREER PATH TO MOTIVATE AND RETAIN HIGH POTENTIAL EMPLOYEES The 8th Annual Conference on TALENT MANAGEMENT & LEADERSHIP DEVELOPMENT HREC 人才管理与领导力发展年会 Beijing, Rosedale Hotel 2012 23rd-25th, October Beijing 明确职业发展路径是激励和留 用高潜力员工的助推器 Laurence Yap Sr. Manager of Org Dev & Training HREC 8th Annual Talent Management & Leadership Dev
    2. 2. CONTENTS 内容 HREC 8th Annual Talent Management & Leadership Dev
    3. 3. CONTENTS 内容 A. Background of Career Development 职业发展的背景 B. Career Development Process for Employee 员工职业发展过程 C. Implementation of Career Development by Corporate 经理实施职业发展 D. Planning of Career Development by Corporate 企业规划职业发展 E. Some thoughts 一些想法 HREC 8th Annual Talent Management & Leadership Dev
    4. 4. ORGANIZATION FIRST SOLAR HREC 8th Annual Talent Management & Leadership Dev
    5. 5. FIRST SOLAR LARGEST THIN-FILM MODULE MANUFACTURER IN THE WORLD 世界上最大的薄膜组件制造商 HREC 8th Annual Talent Management & Leadership Dev
    6. 6. © Copyright 2010, First Solar, Inc. 6First Solar Confidential & Proprietary Our Mission To create enduring value by enabling a world powered by clean, affordable solar electricity.
    7. 7. Manufacturing Perrysburg, Ohio, U.S. Frankfurt (Oder), Germany Kulim, Malaysia Sales US, Thai, Australia, Japan, India, China, Indonesia and Europe 2005 2006 2008–2009 2007
    8. 8. First Solar Mission & Core Values COMPANY OVERVIEW Safety First 安全第一 Environmental Responsibility环境责任 People Matter 员工重要 Deep Customer Relationships深厚的客户关系 Continuous Improvement持续改进 Results Matter 结果重要 HREC 8th Annual Talent Management & Leadership Dev
    9. 9. A.BACKGROUND OF CAREER DEVELOPMENT 职业发展的背景 HREC 8th Annual Talent Management & Leadership Dev
    10. 10. DEFINITION Career development is the process of expanding your capabilities so that your career is providing maximum personal satisfaction consistent with providing maximum value for organization. It involves developing skills and knowledge in a current assignment with potential future roles in mind 职业发展是扩大自己的能力的过程,它涉及到 发展在目前与未来的任务技能和知识,提供你的 职业生涯最大的个人满意度和为组织提供最大 价值。 HREC 8th Annual Talent Management & Leadership Dev
    11. 11. HREC 8th Annual Talent Management & Leadership Dev Career Development Talent (10-20%) Succession Planning
    12. 12. CASE STUDIES Co-develop with Accenture埃森哲 HREC 8th Annual Talent Management & Leadership Dev
    13. 13. EDUCATION HREC 8th Annual Talent Management & Leadership Dev
    14. 14. MANAGEMENT SUPPORT HREC 8th Annual Talent Management & Leadership Dev
    15. 15. TRAIN THE TRAINER HREC 8th Annual Talent Management & Leadership Dev
    16. 16. REPORTS 1. 麦基尔国际顾问公司, Hong Kong “Y”世代员工 2. Saragato Institution of Research, US 员工保留 3. The ICAEW/Robert Half Career Benchmarking Survey on Financial Profession, United Kingdom 员工满意度 HREC 8th Annual Talent Management & Leadership Dev
    17. 17. 1. 雇主与「Y世代」在工作 期望上有很大落差 雇主认为「Y世代」注重工作的金钱回报和 趣味性,「Y世代」还注重清晰及可达 到的职业路径,雇主认为「Y世代」最想 弹性选择上班时间,但原来「Y世代」 最渴望参与工作决策。 麦基尔国际顾问公司, HK HREC 8th Annual Talent Management & Leadership Dev
    18. 18. EMPLOYEE RETENTION 员工保留 Leigh Branham Soratoga Institute of Research 7 Hidden Reasons Employees Leave Soratoga研究所 研究员工离职的深层原因 HREC 8th Annual Talent Management & Leadership Dev
    19. 19. EMPLOYEE RETENTION 员工保留 Too few growth and advancement opportunities: 16% Lack of support by and respect from supervisor: 13% Compensation: 12% Job Duties Boring and unchallenging: 11% Lack of leadership skills by supervisor: 9% Work Hours: 6% Unavoidable reasons: 5% 太少的成长和晋升机会:16% 缺乏上司的支持和尊重:13% 福利:12% 缺乏挑战性:11% 主管缺乏领导技能:9% 工作时间:6% 不可避免的原因:5% HREC 8th Annual Talent Management & Leadership Dev
    20. 20. 7 HIDDEN REASONS TOO FEW GROWTH AND ADVANCEMENT OPPORTUNITIES: 16% 太少的成长和进步机会:16% a. Provide sufficient training b. Internal selection process c. Internal Hiring d. Fairness in job promotion 提供足够的培训 内部选拔过程 内部的招聘 公平的职务晋升 HREC 8th Annual Talent Management & Leadership Dev
    21. 21. THE ICAEW/ROBERT HALF CAREER BENCHMARKING SURVEY, UK 42 % of all finance professionals surveyed stated that having a clear career path and visible promotion opportunities are key in ensuring their job satisfaction 接受调查的所有金融专业人士表示,42 %要有一个清晰的职业发展和可见的晋升 机会,是他们的工作满意度的关键 HREC 8th Annual Talent Management & Leadership Dev
    22. 22. REALITY: 17% Only 17% rated their organization highly in career development and career advancement 只有17%的高度评价他们的组织有清晰的 职业发展和可见的晋升机会 HREC 8th Annual Talent Management & Leadership Dev
    23. 23. B.CAREER DEVELOPMENT PROCESS FOR EMPLOYEE 员工职业发展过程 HREC 8th Annual Talent Management & Leadership Dev
    24. 24. Employee Owned, Management Support 员工对自己的职业发展负责 组织提供职业发展活动 HREC 8th Annual Talent Management & Leadership Dev
    25. 25. EMPLOYEE 员工 Goal Setting 目标设定 Exploring Options 探索选项 Taking Action 采取行动 HREC 8th Annual Talent Management & Leadership Dev
    26. 26. 7 PHASES FOR EMPLOYEES 1. Understanding Career Development了解职业发展 2. Assessing yourselves 评估自己 3. Exploring Options 探索选项 4. Discussing with Managers 与经理讨论 5. Formulating Development Plan 制定发展计划 6. Learning and Developing 学习与发展 7. Evaluating Progress 评估进展情况 HREC 8th Annual Talent Management & Leadership Dev
    27. 27. 1.UNDERSTANDING CAREER DEVELOPMENT THROUGH ELEARNING 了解职业发展 HREC 8th Annual Talent Management & Leadership Dev
    28. 28. 2. ASSESSING YOURSELVES 评估自己 Psychometric 心理测试 Personality Plus/ MBTI/ DISC Assessment Workbook评估工作簿 Work values工作价值观 Your Skills你的技能 Previous Achievements and strengths 以往的成就和优势 Long term career goals长期的职业目标 Development Plan发展规划 HREC 8th Annual Talent Management & Leadership Dev
    29. 29. 3. EXPLORING OPTIONS 探索选项 : Lateral or Vertical Move横向或纵向移动 HREC 8th Annual Talent Management & Leadership Dev
    30. 30. A. SELECTION 选择 L Location 地理位置 Department 部门 current job 您现在的工作 How long?多久? Future positions 未来的工作职位 HREC 8th Annual Talent Management & Leadership Dev ?
    31. 31. SELECTION (EXAMPLE) HREC 8th Annual Talent Management & Leadership Dev
    32. 32. B. CAREER MAPPING 职业定位 HREC 8th Annual Talent Management & Leadership Dev Department 部门 Position 工作职位
    33. 33. C. DESCRIPTION OF NEW POSITION 新的工作职位描述 HREC 8th Annual Talent Management & Leadership Dev
    34. 34. D. COMPARISON OF TWO JOBS 两个职位比较 HREC 8th Annual Talent Management & Leadership Dev
    35. 35. E.DEVELOPMENT RESOURCES- ELEARNING & CLASS ROOM 学习资源 - 网络学习与课堂 HREC 8th Annual Talent Management & Leadership Dev
    36. 36. F. NEW JOB EVALUATION 新的岗位胜任力评价 HREC 8th Annual Talent Management & Leadership Dev
    37. 37. 4. DISCUSSION WITH SUPERVISOR 讨论与主管 HREC 8th Annual Talent Management & Leadership Dev
    38. 38. H. EMAIL SUPERVISORS 发送电子邮件给经理 HREC 8th Annual Talent Management & Leadership Dev
    39. 39. 5. FORMULATING DEVELOPMENT PLAN 制定发展计划 70/20/10 HREC 8th Annual Talent Management & Leadership Dev
    40. 40. J. CURRENT PERSONAL DEVELOPMENT PLAN 目前的个人发展计划 (60%-70%) Development Goals for Current Role Development Goal Description: Related Skill(s): Development Action: Requested Support: HREC 8th Annual Talent Management & Leadership Dev
    41. 41. Development Goals for Future Role Development Goal Description: Related Skill(s): Development Action: Requested Support: HREC 8th Annual Talent Management & Leadership Dev J. FUTURE PERSONAL DEVELOPMENT PLAN 未来个人发展计划 (30%-40%)
    42. 42. 6. LEARNING AND DEVELOPING 学习与发展 HREC 8th Annual Talent Management & Leadership Dev
    43. 43. 7. EVALUATING PROGRESS 评估进展 - 每月,每季度或半年度 Monthly, Quarterly or Half Yearly HREC 8th Annual Talent Management & Leadership Dev
    44. 44. Employee Supervisor R&R of Employeees员工的角色和责任 Organization Employee's Role Ensure an updated development plan; implement plan 确保更新发展计划;实施方案 Seek coaching and feedback寻求指导和反馈 Volunteer for challenging assignments that support growth needs in development plan挑战性的任务 Participate in training, and apply and practice what you learn; share your learnings with others 参加培训,并运用和实践所学的知识与他人分享你的 Meet with your manager periodically to discuss career Development 周期见你的经理讨论职业发展 HREC 8th Annual Talent Management & Leadership Dev
    45. 45. C.IMPLEMENTATION OF CAREER DEVELOPMENT BY MANAGERS 经理实施职业发展 HREC 8th Annual Talent Management & Leadership Dev
    46. 46. COACH/MANAGER 教练/经理 Support and opportunities 支持和机会 HREC 8th Annual Talent Management & Leadership Dev
    47. 47. PLANNING WORKSHEET FOR CAREER DEVELOPMENT CONVERSATIONS 计划表: 准备与员工职业发展对话 HREC 8th Annual Talent Management & Leadership Dev
    48. 48. PLANNING WORKSHEET 计划表: 准备与员工职业发展对话 A. Interests and Values 爱好和价值观 What are the your employee’s professional interests? What types of projects does he or she enjoy? B. Skills: Strengths and Gaps 技能:优势和差距 What are the employee’s top five skills? What two or three skills does the employee need to learn in order to grow in his or her current job, advance to the next level, or seek a new job? HREC 8th Annual Talent Management & Leadership Dev
    49. 49. C. Performance and Potential 业绩与潜力 Is this employee currently performing up to his or her potential? If not, what do you think is preventing him or her from achieving better results? Does this employee have an interest in taking on more responsibility? D. Opportunities and Next Steps 机会和下一步骤 Do opportunities exist within your group and/or the company for this employee to advance? HREC 8th Annual Talent Management & Leadership Dev PLANNING WORKSHEET 计划表: 准备与员工职业发展对话
    50. 50. CAREER DEVELOPMENT CONVERSATION 职业发展对话 HREC 8th Annual Talent Management & Leadership Dev
    51. 51. HREC 8th Annual Talent Management & Leadership Dev
    52. 52. DEVELOPMENT CONVERSATION STEP 1 STEP 1: Prepare准备  Schedule the meeting when you can be free of interruptions  Ask your employee to prepare for the meeting by completing the Career Development Planning workbook  Complete the Development Conversation Planning Worksheet HREC 8th Annual Talent Management & Leadership Dev
    53. 53. DEVELOPMENT CONVERSATION STEP 2 STEP 2: Opening开场白  Identify what the employee needs from you during this discussion:  Build Rapport  Support the employee to lead the discussion. HREC 8th Annual Talent Management & Leadership Dev
    54. 54. DEVELOPMENT CONVERSATION Step 3: Explore探索  Ask about the employee’s perceptions of his/her strengths & weakness (What does he/she enjoy doing? What tasks are difficult?)  Clarify the employee’s career goals (Where does he/she want to be in 3-5 years?)  What roles does he/she want to play on the team today? HREC 8th Annual Talent Management & Leadership Dev
    55. 55. DEVELOPMENT CONVERSATION STEP 3: Explore  Review each goal on the employee’s development plan:  Identify what the employee perceives are his or her: 2 Strengths, 1 Weakness 1 Potential  Adjustments to development goals.  Identify specific activities that will help him/her develop in this area.  Discuss any support he/she needs from you HREC 8th Annual Talent Management & Leadership Dev
    56. 56. DEVELOPMENT CONVERSATION STEP 4: Agree同意  Set agreements on how development progress will be tracked  Set a date to finalize the Development Plan in the Online Tool  Schedule your next development conversation. (one per quarter)  Review your Action Plan on a regular basis (monthly) to ensure you effectively support employee development HREC 8th Annual Talent Management & Leadership Dev
    57. 57. Employee Supervisor Managers’ Support Organization Manager's Role Encourage employees to have an updated development plan; periodically review plan with employee 鼓励员工有发展计划,定期与员工检讨计划 Be skilled in providing coaching and feedback提供指导和反馈 Be aware of each employee's development areas; offer pertinent developmental assignments提供相关的发展任务 Know what your employees are learning in trainings that they attend; find ways to reinforce these new skills and concepts 设法加强员工学的新技术和概念 Be available to meet with employees periodically regarding their career development 与员工定期会面,讨论他们的职业发展 HREC 8th Annual Talent Management & Leadership Dev
    58. 58. D.PLANNING OF CAREER DEVELOPMENT BY CORPORATE 企业规划职业发展 HREC 8th Annual Talent Management & Leadership Dev
    59. 59. ORGANIZATION Systems and Structure HREC 8th Annual Talent Management & Leadership Dev
    60. 60. Employee Supervisor Structure and Systems Organization Organization’s Role Provide ways to create and track development plans 创建和跟踪发展计划 Provide opportunities for employees to build their coaching and feedback skills 建立教练和反馈技巧 Create processes and procedures for job rotations, and support cross- functional projects岗位轮换,并支持跨职能的项目 Provide relevant learning and development opportunities based on collective needs提供相关的学习和发展机会 Encourage and support career development领导层鼓励和支持事业发展 HREC 8th Annual Talent Management & Leadership Dev
    61. 61. COMPETENCY MODEL HREC 8th Annual Talent Management & Leadership Dev
    62. 62. HREC 8th Annual Talent Management & Leadership Dev
    63. 63. HREC 8th Annual Talent Management & Leadership Dev
    64. 64. MAPPING Facilitate employees to understand the options of career path Introduce career development roadmap in Paypal Organize discussion to acknowledge responsibility of other roles (leveraging competency model and JD) HREC 8th Annual Talent Management & Leadership Dev
    65. 65. TRAINING Coaching Feedback Career Development HREC 8th Annual Talent Management & Leadership Dev
    66. 66. SUMMARY Career Development Process for Employee 员工职业发展过程 Implementation of Career Development by Corporate 经理实施职业发展 Planning of Career Development by Corporate 企业规划职业发展 HREC 8th Annual Talent Management & Leadership Dev
    67. 67. HREC 8th Annual Talent Management & Leadership Dev
    68. 68. HREC 8th Annual Talent Management & Leadership Dev

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