个人发展计划方法指引.ppt

Creating a High-quality IDP … 2.0! !How to use Career Experience Map to strengthen your IDPHow to use Career Experience Map to strengthen your IDPBriefing for:Briefing for:HR Partners Supporting OHRP HR Partners Supporting OHRP Development Planning ProcessDevelopment Planning Process(Suggest All Band 8 and above to complete Career Experience Map)(Suggest All Band 8 and above to complete Career Experience Map)Objective1.Understand the Career Experience Map and how to complete it2.Learn “How-to” leverage your Career Experience Map to strengthen your IDP (case studies)Page 2 What is the Career Experience Map? •Page 1 of the OHRP form•Your career experience map–Record of critical career experiences–In a standardised and summarised formatCompleting the Career Experience MapqCheck only if majority of your time and KPIs are to gain or determined by such experience (use 60-40 rule)q Check only if you have relatively strong control over the outcome of experience (e.g., “primary” P&L v.s. “secondary” P&L) qExperience in global project can be gained from either full-time or part-time work, although “part time” suggests to devote at least 30% of your timeqAllow overlapping experience, but do avoid check too many, unless you have a GM jobWhen in doubt?? under-check to leave room for more developmental experience! DefinitionsFront-endCustomer facing and revenue growth experience (e.g., Salesmakers, Channel Development, Account Management, Consumer Marketing, Account Marketing, Marketing Communications, COE, Field Services)Back-endNon-customer facing and cost management experience (e.g., Product Development, Supply Chain, Services, Finance, HR, Legal)P&LEnd-to-end value chain management with primary Profit & Loss responsibility (i.e., GM positions like GEO SVP, Region VP, Market segment VP, Country GM, some GAMs)TurnaroundFacing challenges over failing business performance under time pressure requiring tough decisions on organization, team and individual employees; calling upon personal resilience (e.g., DT turnaround)Emerging MarketsMarkets with low penetration of PC products per capita (e.g., BRIC countries like Brazil, Russia, India, China, also Turkey, Mexico, East Europe)IALong or short-term international business assignments outside one’s home countryPeople ManagementManagement of a team of solid-line direct reportsGlobal ProjectsCross-function/GEO/Business taskforce and special project lasting for at least one yearHQ Strategic RoleStaff role in HQ with global and strategic levels of responsibility (e.g., Strategy, Business Development, and M&A roles in a variety of HQ functions)NOTICEMen wanted for hazardous journey.Small wages. Bitter cold.Long months of complete darkness.Constant danger. Safe return doubtful.Honor and recognition in case of success.Will You sign up this career experience?-Ernest Shackleton1913Case #1 (Individual Contributor)Case #1 (Individual Contributor)What type of experience does she have? Strong: Experience Front-End only (limited turnaround experience)Weak: No experience in People Management, Global Project, Back-End etc. presentWhat are her strengths & opportunities?Strong: Customer focus, Sets aggressive targets, Displays positive outlookWeak: Effectively leads others, Energizes the team, Provides feedbackTypical sales person’s assessment and career map: individual contributor with manager who focuses on development opportunities around leading a team What is her aspiration for future career path? What is her next potential job? •Three factors driving the next potential job – Her Capability including the career experience map– Career aspiration– Development areas•Often a fourth factor–Opportunity availability So, she can……qContinue to work on her development opportunities, q*While prepare for her next job by closing her experience gap diagnosed from her career experience auditOne stone to shoot One stone to shoot two birds ???two birds ???How to upgrade her IDP’s experience play? Validate her developmental objectives?1.Effectively leads others2.Energizes the team 3.Provides and accepts feedbackPrioritize importance for her Prioritize importance for her future people management job future people management job ??????What type of experience does she need to gain?1.People management (new)?2.Global project (new)? Prioritize importance for Prioritize importance for her next job???her next job???qManage a team of Distributor Account Managers to produce a plan for growing S&P SalesqEtc….Identify specific one…..Identify specific one…..So………Five helpful questions to leverage career experience1.What is the gap of my career experience? 2.What are my strengths and development opportunities? 3.What are my career aspirations and/or next potential job?4.What is the most important developmental opportunity at my current role and/or future role?5.What is the most important career experience I need to acquire now in order to help me to do the current job better and/or prepare my future job? How to tell when and how to close experience gap?Then….1.Consider broaden your career experience 2.Consider gaining the same type of experience at different career stageFor example: from participating as an individual contributor to leading as a first-line manager3.Consider to have second round of same experience•“Experienced” means to have had a same experience at 3 jobs (e.g., IA in 3 countries)Always….….With your current job requirements and future career path in mindExperiences (70%)The most effective development intervention is matching talent with business critical and development roles.How We DevelopOperational Opportunities:•Line to Staff Switches•Start-up•TurnaroundFunctional Opportunities:•Sales•Marketing•TechnicalRole Opportunities:•Manager•Manager of Managers•Functional Leader•BU Leader•Global LeaderSpecial Focus:•International Assignments: Different Country, Culture, Language•Country Leader or Regional Leader•Developed or Emerging Market•Cross-functional/BU Special ProjectsPage 18 of 45Critical Critical ExperiencesExperiences70%70%People & Relationships20%Education10%From IDP Webnar 1.0……… Case #2 (exec level)Case #2 (exec level)… Interactive session… Interactive session qGM refers to a management role (band 8+) with responsibilities in ØSales, ØPrimary P&L, andØCross-functional management (solid or dotted-line)qWorking in front-end customer interfacing organizations, product development groups, services, supply chain management, finance, and strategy tend to have a higher probability to pursue a GM career trackØThe highest level and most complex GM role is CEOCareer Experience Map helps future GM development How is your advanced “Experience” Quotient (“E”Q)qPrior to become an entry-level GM, you need front-end experienceqThe best timing for IA experience is in one’s mid-career (v.s. late or early career)qOne learns more from a successful experience than from a failed experienceqGlobal project is a low-cost and low-risk way to broaden one’s experienceqIt is more common to move from a front-end job back to a back-end job than the opposite directionqReal P&L experience are hard to obtain inside GSC and PGTrue or False ???True or False ???What type of experience does she have? Strong: experience in product, product marketing, and 4P integration; Is a connector between front and back-end operationsWeak: No experience in front-end, P&L, HQ strategic role, relatively weak in global project, turnaround and emerging marketWhat are her strengths & opportunities?Strong: customer focus, strategic, delivery of resultsWeak: aggressive targeting, risk taking, comfortable with ambiguityWhat is her aspiration for future career path? What is her next potential job*? • Three factors driving the next potential job ØHer Capability to meet requirements of VP, Marketing in GEO including career experience map ØCareer aspirationØDevelopment areas• Often a fourth factorØOpportunity availabilitySo, she can……qContinue to work on her development opportunities, q*While prepare for her next job (front-end) by closing her experience gap diagnosed from her career experience auditOne stone to shoot One stone to shoot two birds ???two birds ???How to upgrade her IDP’s experience play? *If current job requires more experience (e.g., back-end), she can also focus on to fulfill the present job needs. This seems not to the case for her though.Validate her developmental objectives?1.Taking appropriate risks2.Dealing with ambiguity 3.Effectively coach & develop othersPrioritize importance for Prioritize importance for her future front-end job her future front-end job ??????What type of experience does she need to gain?1.Front-end (new)?2.Global project (new)? 3.Turnaround (second time)?Prioritize importance for Prioritize importance for her next job???her next job???qFront-end and Global Project experience at the same time?1.Participate in GEO marketing strategy, structure and KPI set-up2.Join potential key account (“acquisition”) calls with a GAM and upgrade the account marketing strategy3.Etc….Identify specific one…..Identify specific one…..So………Upgrade the experience play by gaining critical front-end experienceFive helpful questions to leverage career experience1.What is the gap of my career experience? 2.What are my strengths and development opportunities? 3.What are my career aspirations and/or next potential job?4.What is the most important developmental opportunity at my current role and/or future role?5.What is the most important career experience I need to acquire now in order to help me to do the current job better and/or prepare my future job? How to tell when and how to close experience gap?Then….1.Consider broaden your career experience 2.Consider gaining the same type of experience at different career stageFor example: from leading a global team as a mid-level manager to leading a global organization/function as a senior executive3.Consider to have second round of same experience•“Experienced” means to have had a same experience at 3 jobs (e.g., IA in 3 countries)Always….….With your current job requirements and future career path in mindConclusion•Career Experience Map should now be used for band 8 and above•It provides a quick way to guide development through experience•It provides a tool for coaching to prepare one’s next job/career goalHomeworkDiscuss with your manager and/mentor and upgrade your own IDP by applying the lessons learned from this Webnar to help you 1.Doing better job at your current role and/or2.Prepare for your future role。