How to build and define appropriate career path in your organisation

1. NOVEMBER 25, 2013
By : Hery Risdianto

2. “We believe people feel more confident
about their career and the organisation
when they understand exactly how they
are perceived.”
Lars Mørch, HR executive, Danske Bank

3. CAREER PLAN
 Identifikasi dan rencana jalur posisi
(Career Path)
 Penyelarasan kebutuhan karyawan &
organisasi
 Rangkaian assessment process &
program pengembangan untuk jalur
posisi yang telah diidentifikasi dan
direncanakan

4. Roles of Line Manager in Career
Management

5. WHAT IS CAREER PATH?
 Rangkaian posisi yang harus dilalui untuk
mencapai tingkatan posisi tertentu dalam
perusahaan, yang disusun berdasarkan profil
kompetensi posisi yang perlu dimiliki
seseorang untuk menduduki suatu posisi
tertentu

6. Career Movement

7. Rank Structure & Corporate Title

8. Types of Career Path
 Traditional Career Path
 Network Career Path
 Lateral Skill
 Double Career Path
 Diagonal Career Path
 Demotion/Top Stop

9. Graph of Career Movement

10. Career Movement Matrix

11. Succession Plan
Proses regenerasi untuk memastikan kontinuitas
kepemimpinan pada posisi-posisi strategis bagi masa
depan perusahaan
Keuntungan:
1. Talent needs melalui model kompetensi / job desc
2. Identifikasi dan catatan waktu dari key employee yang bisa
menempati critical position
3. Kesempatan untuk rencana suksesi sekarang dan masa depan
4. Menentukan career path dalam organisasi
5. Memungkinkan timbal balik dari investasi pada karyawan
6. Promosi yang lebih baik dan seleksi awal dari karyawan untuk
mencapai target perusahaan

12. Succession Plan Flow
IDENTIFIKASI
POSISI KUNCI
IDENTIFIKASI
PENERUS
POTENSIAL
INTERVENSI

13. Succession Planning Grid
LOW
LEADERSHIP
POTENTIAL/LOW
PERFORMANCE
LOW LEADERSHIP
POTENTIAL/HIGH
PERFORMANCE
HIGH
LEADERSHIP
POTENTIAL/HIGH
PERFORMANCE
HIGH
LEADERSHIP
POTENTIAL/LOW
PERFORMANCE
Kinerja Sekarang
LOW
LEADERSHIP
POTENTIAL/LOW
PERFORMANCE
LOW LEADERSHIP
POTENTIAL/HIGH
PERFORMANCE
HIGH
LEADERSHIP
POTENTIAL/HIGH
PERFORMANCE
HIGH
LEADERSHIP
POTENTIAL/LOW
PERFORMANCE

14. Designing Succession Plan Program

18. Deciding Types of Intervention

19. Types of Development Plan
 Job Enrichment/Enlargement
 On the Job Development
 Special Assignment
 Mentoringship
 Training
 Action based learning
 Cross training
 Literature study

20. Strategy to Create Star & Increase Productivity
COMPETENCY
Medium
High
High
Low
Medium
Low
- Coaching
- Training
- On The Job
Development
- Special
Assignment
- Training
- Rotation
- On the job
development
- Coaching
- Training
- Job Enlargement
UNDER
PERFORMER
- Counseling
- Manage out
- Coaching &
Counseling
- On the job
development
- Reposition
- On the job
development
- Counseling
- Reposition
- Aggressive
Reward
- Plan Promotion
- Mentoring
- Job Enrichment
- Job Enlargement
- Training
- Coaching
- Literature Study
- Special
Assignment
- Job Enrichment
- Job Enlargement
- Training
PERFORMANCE

21. If you want one year prosperity, grow grain.
If you want ten years of prosperity, grow
trees.
If you want one hundred years of prosperity,
grow people.
(Chinese proverb)
THANK YOU