员工职业发展规划参考指南DevelopmentPlanning.ppt

Development Planning Tools to help create an actionable development plan:èOverview – Career Development èPoints to consider when development planningèPlanning guideèSample development plan templateèTips on determining developmental actionsèPreparing for developmental discussions Career Development Exploration – understanding where you want to take your career and why.IWhat do I want (skills, passion, what motivates you); what are the possibilities?IWhat is the direction of the business?Conversation – how you effectively talk about aspirations and opportunities.IHow to ask for help?IHow to provide perspective? Navigation – putting a plan together to get where you want to go.IWhat do I need to do to put myself in the best position to take advantage of opportunity?IHow can I support someone’s ambitions without taking ownership?Activation – taking the time and making the effort to move it forward. IAm I doing the right things? Is it working? What else can I do?IHow can I coach? Development planning, or what is called on this page Navigation, is best done in the context of Career Development. Career development is set of activities geared toward helping individual employees meet or exceed their aspirations in line with the needs of our clients and the agency. These activities can be thought of in four buckets as shown below. 1. Exploration2. Conversation3.Navigation4. ActivationThe following material will concentrate on navigation and includes tools to help thoughtfully plan for development.3Development Planning: Points to consider•Focus on:èProviding employees with the tools to accomplish current/ stretch objectives èMaking available the opportunity to meet aspirations, preparing individuals to take on more responsibility•Select 2-3 Development Priorities that are:èJointly agreed toèRelevant to current/ future business goals•Recognize the 3 variables to work with when creating a developmental action plan: èScope of the role (managing others, diversity of population, working cross borders)èContent of the assignmentèContext of the situation (risk factors, regional boundaries, political environment)•Create a plan so that:èEach priority is composed of specific action stepsèResources, target dates, and expected outcomes are identified for each action step4•Specific actions to be implemented and reviewed over next 12 months:Target role(s) 3-5 years out:Career Development Plan Use the following approach to help organize and prioritize development actions:è What actions will help an individual reach their career aspirations?è Start from the longer-term horizon (career aspirations) and work backwards.CurrentMid-termLonger-term132Development Planning GuideDevelopment Priority(s) to address: •Specific learning or experiences to be gained:•What do I want feedback on? Potential Assignments/roles targeted in the next 1-3 years: •How I can show I am ready?•What do I want feedback on? •What do I want feedback on? 5DateDirection for development:Development PriorityAction StepsDevelopment PriorityAction StepsResources NeededOthers Needed(Buy-In Involvement)Target DatesOutcomes/MeasuresThis template is designed to help an employee work directly on a need or competency that may further a career. Creating an individual development plan will help to:•Set a direction for development – improve in current role, be ready for next assignment, experience needed for long term aspiration•Identify an individual’s specific development priorities •Decide on the action steps or real experiences to take in order to implement the planTargeted Development Plan 6Development Activity SuggestionsAvailable at 7Development Activity SuggestionsAvailable at 8Preparing to Discuss an Employee’s CareerAs you support your employee in creating a plan to obtain their career goals, ask yourself the following questions:èHow have I navigated my own career? What steps did I take? èHow was this beneficial to me, the client, the Agency?èWhat does my employee need to do to be most successful in their current role? èHave I given them feedback as it relates to this? How was the feedback received?èHow will I feel and what will I say if my employee tells me that they want to leave my department, area of expertise or, if they tell me that they want my job some day?èWhat am I willing to do to support them? èWhat am I not willing to do and why?。