The 7 Things I Know About Cyber Security After 25 Years | April 2024
Career development ver 5
1. CAREER DEVELOPMENT
IDENTIFYING 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
HREC 8th Annual Talent Management & Leadership Dev
3. 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
HREC 8th Annual Talent Management & Leadership Dev
8. 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
HREC 8th Annual Talent Management & Leadership Dev
10. 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。
HREC 8th Annual Talent Management & Leadership Dev
11. HREC 8th Annual Talent Management & Leadership Dev
Career
Development
Talent (10-20%)
Succession
Planning
16. 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
HREC 8th Annual Talent Management & Leadership Dev
19. 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％
HREC 8th Annual Talent Management & Leadership Dev
20. 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
HREC 8th Annual Talent Management & Leadership Dev
21. 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
HREC 8th Annual Talent Management & Leadership Dev
22. 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
HREC 8th Annual Talent Management & Leadership Dev
28. 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
HREC 8th Annual Talent Management & Leadership Dev
29. 3. EXPLORING OPTIONS
探索选项 :
Lateral or Vertical Move横向或纵向移动
HREC 8th Annual Talent Management & Leadership Dev
30. 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
HREC 8th Annual Talent Management & Leadership Dev
？
40. J. CURRENT PERSONAL DEVELOPMENT PLAN
目前的个人发展计划 (60%-70%)
Development Goals for Current Role
Development Goal Description: Related
Skill(s):
Development Action:
Requested Support:
HREC 8th Annual Talent Management & Leadership Dev
41. Development Goals for Future Role
Development Goal Description: Related
Skill(s):
Development Action:
Requested Support:
HREC 8th Annual Talent Management & Leadership Dev
J. FUTURE PERSONAL DEVELOPMENT PLAN
未来个人发展计划 (30%-40%)
42. 6. LEARNING AND DEVELOPING
学习与发展
HREC 8th Annual Talent Management & Leadership Dev
43. 7. EVALUATING PROGRESS
评估进展 - 每月，每季度或半年度
Monthly, Quarterly or Half Yearly
HREC 8th Annual Talent Management & Leadership Dev
44. 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 career
Development 周期见你的经理讨论职业发展
HREC 8th Annual Talent Management & Leadership Dev
47. PLANNING WORKSHEET
FOR CAREER DEVELOPMENT CONVERSATIONS
计划表: 准备与员工职业发展对话
HREC 8th Annual Talent Management & Leadership Dev
48. 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?
HREC 8th Annual Talent Management & Leadership Dev
49. 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?
HREC 8th Annual Talent Management & Leadership Dev
PLANNING WORKSHEET
计划表: 准备与员工职业发展对话
52. 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
HREC 8th Annual Talent Management & Leadership Dev
53. 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.
HREC 8th Annual Talent Management & Leadership Dev
54. 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?
HREC 8th Annual Talent Management & Leadership Dev
55. DEVELOPMENT
CONVERSATION
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
HREC 8th Annual Talent Management & Leadership Dev
56. DEVELOPMENT
CONVERSATION
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
HREC 8th Annual Talent Management & Leadership Dev
57. 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
HREC 8th Annual Talent Management & Leadership Dev
60. 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
HREC 8th Annual Talent Management & Leadership Dev
64. MAPPING
Facilitate employees to understand the options of career path
Introduce career development roadmap in Paypal
Organize discussion to acknowledge responsibility of other roles (leveraging competency model and JD)
HREC 8th Annual Talent Management & Leadership Dev
66. 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
HREC 8th Annual Talent Management & Leadership Dev
Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
Ask these two questions to close Part 1:Based on what we have just covered today - Describe in your own words what “MyMap” is? What are your questions at this time?Capture the outputs – again this is important for the pilot, we may amend or delete when we move to deployment.
