The document discusses talent development practices focusing on career planning and development, particularly in the context of a rapidly changing workforce in India. It emphasizes the need for HR to adapt mental models, offers insights into effective career planning strategies, and critiques traditional career advice. It also highlights the importance of customizable career paths and mindset changes in managing professional growth.

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Talent Development Practices
Lessons in Career Planning & Development
Ganesh Ramakrishnan
Senior Director – HR, Oracle Financial Services Software Ltd.
May 23, 2014
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“India has gone through
more changes in the past
20 years than most
countries witness over a
century.”
– Prof. Amit K. Nandkeolyar, Indian School
of Business
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Source: Knowledge @
Wharton Report - India’s
New HR Challenge:
Managing a Multi-
generational Workforce
Feb 2014

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Career Focus: More than ever before
Threat to demographic
dividend: Jobs-oscelence
says Subir Gokarn 60%
Under 30 in IT. Som
Mittal (Nasscom) warns
of mismatch of decision
makers with those
whom it impacts
Growth in coaching;
from jobs to careers in
the 1980s, now
opportunities and
projects
Simple work vs life
balance approaches are
not helpful to all
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New Career Cell @ i-flex in 2007
• Top engagement driver identified in survey
• Lack of clarity in opportunities
• Flat 3-band hierarchy so infrequent moves upwards
• Pilot of concept with Consulting Services
– About 100 (non-random sample)
– 1-on-1 career counseling
– Pre- and Post-survey
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Key Principles of CPD
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Key Concepts of Career Planning
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“HR’s most important task is
changing mental models or
mindsets, especially of
senior leaders.”
– Prof. Jeffrey Pfeffer, Stanford University,
author of The Knowing-Doing Gap and
other books
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Key Concepts of Career Planning
• Career Plans are nothing, Career Planning is everything
• Direction is important, milestones are broad indicators
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Typical and Atypical Paths Traversed
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A Few Unusual Paths
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Other Issues
• Confusion on breadth versus depth
– Variety, value
• Making long-range plans for specialized destination
• Old weakness fixing approach
• Value of functional (BFSI) expertise not known to all
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Approach Fine-tuning
• “Hands-on” movement
– Deep generalists (T-shaped)
• PrimeUniversity initiative
– Mandatory certification as Finance
Foundation Professional
– Advanced IBFP
• Domain experts group
• More rotation into Tech Arch and Solution Arch
• Strengths approach – 1-on-1, regular workshops
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“You can’t control the trajectory of your
career… too many factors beyond your
control…
Approach your career with the right mind-
set… career planning is a continuous
process… to be actively managed. At each
step, ask: What can I do next that will
maximize my options in the future? .”
– Robert Pozen, President, Fidelity Investments,
professor at Harvard, author of Extreme
Productivity and other books
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Post-Pilot Survey after 3 Months
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Ideas from Other Companies
• “Realizable Career Paths” at Chubb Insurance, USA
• Video interviews of seniors
• At Oracle
– Job Competency Tool explorer
– Internal Job Portal
– Explicit line manager responsibility
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Other Lessons
• Avoid Bollywood Career advice!
– “Follow your dream”, “pursue your
passion” is K.G. syllabus
– It is a (casual) look at supply side,
completely ignoring the demand
• How many Nat Geo photographers are in Brazilian jungle?!
• Mindset change is key
– Start with HR
– Don’t wait to convince all before beginning
– Takes time
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Recap of Journey
Earlier Now
Individual discussion
focus
Aspirations
Aspirations, capabilities,
opportunities
Manager discussion Vague, assuring
Clear, Transparent,
Realistic
Paths and plans Simplistic, fixed up front Customizable, evolving
Mindset (mental model) What’s in it for me
What’s in me (strengths
building approach)
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Thank You