경력개발 œë„ (Career Development System)

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경력개발제도 (Career Development System). Agenda. Introduction 경력개발제도의 주요 구성요소 Infrastructure Movement Guideline Enabling System & Programs 핵심성공요인. Goal Setting. Integrated HR System : CDP Position. 조직 성과에 기초한 개인별 성과 정의 , 목표 설정 및 과제 추진 과정에서 조직의 전체 성과를 실현할 수 있도록 관리 & 지원. 성과관리 체계. - PowerPoint PPT Presentation

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  • (Career Development System)

    Mercer HR Consulting 2004

    AgendaIntroduction InfrastructureMovement GuidelineEnabling System & Programs

    Mercer HR Consulting 2004

    Integrated HR System : CDP PositionCompensation& RewardingPerformance(What)Competency(How)TalentAcquisitionGapAnalysis Career Development SystemCareer PathRedesignTraining &Development , & Career Path & , , Motivation EvaluationCoaching& FeedbackManagementCycleStaffing (, )

    Mercer HR Consulting 2004

    (Career Development System) , , (ca ree r pa t h ) , 123 () 456

    Mercer HR Consulting 2004

    5 . , , ; , , . ; (Burn Out), , ( ), (, ; ) . . Peter Cappelli (Wharton ) - . Rosalind Jeffries (SHRM, 2003) : 75% . Corporate Leadership Council : (Boss Reputation) 20, 30 72%

    Mercer HR Consulting 2004

    AT&Ts FLPAT&T knows that to successfully transform an industry, it must invest in assets, in partnerships, and most importantly in people. To be the leader in our industry, our people must themselves be leaders. That's why we've committed ourselves to developing our future leaders through the AT&T Financial Leadership Program. LearningNetworkingJob ChoiceRewardGuidance

    Mercer HR Consulting 2004

    InfrastructureMovement GuidelineEnabling System / ProgramsCareer Track / Path(Career Field) / (Career Ladder) Competency model / Position Profile ( ) ( )Assessment System : Competency, Career Preference, Job Fitness Assessment (Individual Development Planning)Career Coaching / Counseling ProgramsCompetency Development ProgramMentoring & CoachingTraining & Education ProgramSpecial Assignment (Task Force, Project )

    Mercer HR Consulting 2004

    AgendaIntroduction InfrastructureEnabling System & Programs :

    Mercer HR Consulting 2004

    Career TrackCareer TrackCareer Ladder

    Mercer HR Consulting 2004

    Illustration of IT-Technical Software Career Path FrameworkCAREER LADDERSCareerTrack 1SeniorDeveloper Application ArchitectDeveloper IIDeveloper IPrincipal Technology ArchitectTechnology ArchitectData Modeling ArchitectProjectManagerTechnologyPlanner Senior DataModeler ProjectLeader InformationAnalyst IISr. Client Support AnalystInformation Analyst IClientSupport AnalystSr. ProjectManagerCareerTrack 2CareerTrack 3CareerTrack 4CAREER Track

    Mercer HR Consulting 2004

    ()G7()G6()G5()G4()G3()G2()G1()Expert/MasterSenior SpecialistForeman (T4) SpecialistSenior AnalystAnalystSenior ManagerManagerJunior ManagerScientist/Senior (Researcher )Researcher()Tech. Op(T2, T3)Operator (T1)Sr. AssistantAssistant4 , ,

    Mercer HR Consulting 2004

    Career PathingCareer Pathing , Job FJob HJob IJob GJob EJob FJob HJob IJob GJob EJob FJob HJob IJob GJob EEmpl. 3Empl. 2Empl. 1KP KP 1Job FJob EJob FCEOKP 1Job FJob GJob FCEOKP 1Job FJob GJob HCEOLeader Track 1Leader Track 2Leader Track 3Leader Track SampleKP Pathing Career Pathing Track Leader Track SME

    Mercer HR Consulting 2004

    Job / Position Profiling

    Mercer HR Consulting 2004

    AgendaIntroduction InfrastructureEnabling System & Programs :

    Mercer HR Consulting 2004

    Enabling System & Programs : FrameworkTalentExperienceThe right stuffCatalystsMechanismsBusiness StrategySource : Morgan W. McCall(1998), High Flyers: Developing the Next Generation of Leaders, Harvard Business School Press, Boston

    Mercer HR Consulting 2004

    Assessment System Job Requirement Qualification Gap Job Job / Gap Human Resource Planning Target Gap Job Requirement Qualification Gap

    Mercer HR Consulting 2004

    ToolsAssessment Center Structured InterviewAchievement Records()Tools potential - interviewer format format / CEO Talent /CEO Interview Multi-source Feedback Manager

    Mercer HR Consulting 2004

    IDP : Individual Development PlanningProcess Job AssignmentMBO MBO PlanningDevelopmentEvaluation & ActionMBO Mentoring Action LearningPromotionJob TransferMotivation &RetentionEvaluationMBO MBO ManagerHR

    Mercer HR Consulting 2004

    IDP Sample Form

    Mercer HR Consulting 2004

    Training & Education(%)(%)Source : Ed Michael, et el., The War for Talent, Harvard Business School Press, 2001, 100. (McKinsey & Companys War for Talent Surveys, 2000)Effectiveness

    Mercer HR Consulting 2004

    / , , Position , Knowledge & Skill Job Assignment, , Mentoring Self-Awareness Simulation T&E Positioning

    Job AssignmentMentoring (People) (Change) (Task) (Management)

    Mercer HR Consulting 2004

    GE T&E Programs : CrotonvilleTarget RecruitingCorporate Leadership Program(CLP)Corporate Entry Program(CEP)Professional Development Courses(PCD) Elective CoursesAudit Staff ProgramNMDC, EMCAFMCAHRDCAIMCSession CSession CHigh PotsHigh PotsEDCGBMC MDCSession CPre-Entry CEO Corporate Officer Business Leader Business Leader Functional Leader Key Position Holder Project LeaderProfessional

    Mercer HR Consulting 2004

    GE T&E Programs : Corporate Entry Programs (Entry Level)Corporate Entry Leadership Conference(CELC) - 2.5 / - GEs Leadership Value, Six Sigma Quality, W/O & CAP ProcessLeadership Course(LC) - 1 - Critical Business & Leadership Skill (Interpersonal skill, Team Leadership, Customer Sensitivity, Global Business Awareness)TLP FMP HRLP IMLP 2nd year(Strategic application)- Biz planning & Decision making- Problem solving- Project management- Biz controls & audit principles 1st year( Tools & Techniques)- Financial foundations- Leadership- Biz accounting & analysis- Biz communications

    * 6-month rotational assignmentsLeadership Development Curriculum(LDC) - . - Business Writing, Problem Solving, Project ManagementProfessional Development Course(PDC) - 1 - Technical & Functional Expertise Leadership (Change, Strategic Thinking, Problem Solving/Innovation, Communication, Conflict Management )Design & Development TrackManufacturing & Sourcing TrackSales & Service TrackInformation Management TrackHuman Resources TrackFinancial Management TrackCoursesSeminars Within Each TrackAcross Functions & BusinessesMentoringRotational AssignmentsReal ProjectsCorporate Entry Programs (CEP) New Entry . . TLP track Open. . ~28-Month Rotational Assignments1. HR specific assignment2. Other Cross-functional assignment or Audit Staff3. HR specific assignments

    Concurrent Training seminars- Biz concept & HR techniques- Practical knowledge- Problem solving skills- Relationships with peers & managers4 Different Rotational Assignments- Challenge of driving strategy- Integrating processes- Creating speed and quality of Biz.- Improve overall biz. effectiveness

    Courses and SeminarsTechnical foundation, Cross-functional process knowledge, Pjt management skills, Work together in problem solving teams, General biz skills

    2nd year(Strategic application)1st year(Tools & Techniques of IT)* Leadership & Functional Training, Rotational work assignments, A Formal appraisal process* Functional capabilities with the ability to see the big picture* Eliminate barriers between functions within GEs diverse businesses- Product design- Systems engineering- Advanced development- Reliability- Software development- Manufacturing engineering- Materials management- Quality control- Shop operations- Sourcing or environmental application- Health & safety application- Customer-focused sales & service 3 (Functional Professionals) (Functional Expertise with Leadership Skills)

    Mercer HR Consulting 2004

    GE T&E Programs : Corporate Entry Programs (Entry Level)Advanced Human Resources Development Course (AHRDC)Advanced Financial Management Course (AFMC)Elective CoursesMission : Ensuring financial integrity, Improving business process efficiency, Developing business leaders 2 Associates. 15~20 Executive Audit ManagerAudit Staff ProgramHi-PotsHi-PotsHi-Pots HPI Biz Leader route Audit Staff Program GE key global position GE Leader Audit Staff .Audit Manager(1~2)Finance Management TrackHuman Resources TrackInformation Management TrackSales & Services TrackDesign & Development TrackManufacturing & Sourcing TrackHi-PotsSession CProfessional Development Course(PDC)New Manager Development Course(NMDC)Experienced Manager Course(EMC)Experienced Financial Leadership Program (EFLP)Advanced Information Management Course (AIMC)Session C

    Mercer HR Consulting 2004

    GE T&E Programs : Executive DevelopmentSession CSession CCEO Biz Corporate SVP Corporate Hi-Pot .Advanced Financial Management Course (AFMC)Advanced Human Resources Development Course (AHRDC)Advanced Information Management Course (AIMC)Audit Staff ProgramManager Development Course(MDC)Global Business Management Course(GBMC)Executive Development Course(EDC)Session C

    Mercer HR Consulting 2004

    AgendaIntroduction InfrastructureEnabling System & Programs

    Mercer HR Consulting 2004

    1. Shared Ownership & AccountabilityCEOGE, Jack Welch I own the people. You just rent themCEO Line Manager Project, function . HR Department, , Sub-optimizationEmployee