Career development ver 5

HREC 8th Annual Talent Management & Leadership Dev

CAREER DEVELOPMENTIDENTIFYING 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

CONTENTS内容

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

ORGANIZATION

FIRST SOLAR

FIRST SOLARLARGEST THIN-FILM MODULE MANUFACTURER IN THE WORLD世界上最大的薄膜组件制造商

Our MissionTo create enduring value by enabling a world powered by clean, affordable solar electricity.

ManufacturingPerrysburg, Ohio, U.S.

Frankfurt (Oder), Germany

Kulim, Malaysia

US, Thai, Australia, Japan, India,China, Indonesia and Europe

2008–2009

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

A. BACKGROUND OF CAREER DEVELOPMENT

职业发展的背景

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。

Career Development

Talent (10-20%)

Succession Planning

CASE STUDIES

Co-develop with Accenture 埃森哲

EDUCATION

MANAGEMENT SUPPORT

TRAIN THE TRAINER

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

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

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

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 ％

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

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

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

B. CAREER DEVELOPMENT PROCESS FOR EMPLOYEE 员工职业发展过程

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

EMPLOYEE员工

Goal Setting目标设定

Exploring Options探索选项

Taking Action采取行动

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

1. UNDERSTANDING CAREER DEVELOPMENT THROUGH ELEARNING 了解职业发展

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

3. EXPLORING OPTIONS探索选项 :

Lateral or Vertical Move 横向或纵向移动

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

SELECTION (EXAMPLE)

B. CAREER MAPPING 职业定位

Department

部门

Position 工作职位

C. DESCRIPTION OF NEW POSITION新的工作职位描述

D. COMPARISON OF TWO JOBS两个职位比较

E.DEVELOPMENT RESOURCES- ELEARNING & CLASS ROOM学习资源 - 网络学习与课堂

F. NEW JOB EVALUATION新的岗位胜任力评价

4. DISCUSSION WITH SUPERVISOR讨论与主管

H. EMAIL SUPERVISORS发送电子邮件给经理

5. FORMULATING DEVELOPMENT PLAN制定发展计划 70/20/10

J. CURRENT PERSONAL DEVELOPMENT PLAN

目前的个人发展计划 (60%-70%)

Development Goals for Current RoleDevelopment Goal Description:

Related Skill(s):

Development Action:

Requested Support:

Development Goals for Future Role

Development Goal Description:

Related Skill(s):

Development Action:

Requested Support:

J. FUTURE PERSONAL DEVELOPMENT PLAN

未来个人发展计划 (30%-40%)

6. LEARNING AND DEVELOPING学习与发展

7. EVALUATING PROGRESS评估进展 - 每月，每季度或半年度Monthly, Quarterly or Half Yearly

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 careerDevelopment 周期见你的经理讨论职业发展

C. IMPLEMENTATION OF CAREER DEVELOPMENT BY MANAGERS 经理实施职业发展

COACH/MANAGER教练 / 经理

Support and opportunities

支持和机会

PLANNING WORKSHEET FOR CAREER DEVELOPMENT CONVERSATIONS

计划表 : 准备与员工职业发展对话

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?

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?

PLANNING WORKSHEET 计划表: 准备与员工职业发展对话

CAREER DEVELOPMENT CONVERSATION 职业发展对话

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

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.

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?

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

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

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

D. PLANNING OF CAREER DEVELOPMENT BY CORPORATE 企业规划职业发展

ORGANIZATIONSystems and Structure

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

COMPETENCY MODEL

MAPPING

Facilitate employees to understand the options of career pathIntroduce career development roadmap in Paypal Organize discussion to acknowledge responsibility of other roles (leveraging competency model and JD)

TRAINING

Coaching

Feedback

Career Development

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

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