个人发展计划方法指引.ppt
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1、Creating a High-quality IDP 2.0!How to use Career Experience Map to strengthen your IDPBriefing for:HR Partners Supporting OHRP Development Planning Process(Suggest All Band 8 and above to complete Career Experience Map),Objective,Understand the Career Experience Map and how to complete itLearn“How-
2、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 mapRecord of critical career experiencesIn a standardised and summarised format,Completing the Career Experience Map,Check only if majo
3、rity of your time and KPIs are to gain or determined by such experience(use 60-40 rule)Check only if you have relatively strong control over the outcome of experience(e.g.,“primary”P&L v.s.“secondary”P&L)Experience in global project can be gained from either full-time or part-time work,although“part
4、 time”suggests to devote at least 30%of your timeAllow overlapping experience,but do avoid check too many,unless you have a GM job,When in doubt?under-check to leave room for more developmental experience!,Definitions,NOTICEMen wanted for hazardous journey.Small wages.Bitter cold.Long months of comp
5、lete 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),What type of experience does she have?,Strong:Experience Front-End only(limited turnaround experience)Weak:No ex
6、perience 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 feedback,Typical sales persons assessment and career map:individua
7、l 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
8、Often a fourth factorOpportunity availability,So,she canContinue to work on her development opportunities,*While prepare for her next job by closing her experience gap diagnosed from her career experience audit,One stone to shoot two birds?,How to upgrade her IDPs experience play?,Validate her devel
9、opmental objectives?,Effectively leads othersEnergizes the team Provides and accepts feedback,Prioritize importance for her future people management job?,What type of experience does she need to gain?,People management(new)?Global project(new)?,Prioritize importance for her next job?,Manage a team o
10、f Distributor Account Managers to produce a plan for growing S&P SalesEtc.,Identify specific one.,So,Five helpful questions to leverage career experience,What is the gap of my career experience?What are my strengths and development opportunities?What are my career aspirations and/or next potential j
11、ob?What is the most important developmental opportunity at my current role and/or future role?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.Consi
12、der broaden your career experience Consider gaining the same type of experience at different career stageFor example:from participating as an individual contributor to leading as a first-line managerConsider to have second round of same experience“Experienced”means to have had a same experience at 3
13、 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 Develop,Page 18 of 45,From IDP Webnar 1.0,Case#2(exec level)Inter
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