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CAREER ASPIRATION

&
CAREER DEVELOPMENT

OUTCOMES

 What is Career Aspiration?


 Types of Career Aspiration
 Career Framework
 What is Career Development?
 Career Lattice
 Develop Career Development Plan

CAREER ASPIRATION?

Career aspirations are the career goals that you want to achieve in either
- your current profession or
- your desired profession.
When you determine your career aspiration or goals you will have plan to attain it.

Do what
you love

Happy but
poor

Happy but
unfulfilled

DREAM
JOB
Do what you Rich
. but
are good at ..bored

Do what
paid well

TYPES OF ASPIRATION?

Traditional career success: achieve advancement in the organizations


hierarchy level e.g. status, responsibility, higher salary, authority'

Security: find long term secured position that represents Stability and
predictability

Expertise: want to become an expert in his/ her professional area and


seek positions that offer technical / professional enhancement

Freedom: seek individualism and want autonomy for his/ her thoughts
and activities and value freedom and independence

Balance: perceive job to be of equal or less importance than other values


and interest e.g. family, personal interests'

CAREER FRAMEWORK
Capability
Level 5

Level 4

Level 3

Level 2

Level 1

Time

10

15

20

25

30

35

years

CAREER DEVELOPMENT

1. What is Career Development


2. Why we need Career Development
3. Who is responsible for Career Development
4. 9-box Potential Performance Management
5. Identify Development Needs
6. Develop Development Plan

WHAT IS CAREER DEVELOPMENT?

Career development is the proactive planning and implementation of action steps


towards your career goals and personal growth.

The primary purpose of career development activities is to enhance job performance,


improve competencies and skillset

Career development is an on going, lifelong process to help you learn and achieve
more in your career.

Formulating a Career Development Plan can help employees to do their jobs more
efficiently.

WHY WE NEED CAREER DEVELOPMENT?

Employee

Line Manager

- Job satisfaction

Build an effective team

- Utilize and grow skills, capability

Build mutual trust and respect

- Recognition

Improve morale and retention

- Creates opportunities

Grow talent pipeline

Effective teams deliver results

different types of work or roles

WHO IS RESPONSIBLE FOR CAREER DEVELOPMENT?

Employee is accountable for his/ her own development.


Identify his/her interests, skills and values
Seek out career information and resources
Establish goals and career plans
Utilize development opportunities and clearly states in
performance review
Follow through on realistic career plans

Line Manager and Management/ leadership team: provide


continuous support:

Provide timely performance feedback


Provide developmental assignments and supports
Participate in career development discussions
Support employees development plans

9-BOX POTENTIAL PERFORMANCE MATRIX

High

LEADERSHIP POTENTIAL

Moderated
Limited

PERFORMANCE
Poor

Good

Outstanding

9-BOX POTENTIAL PERFORMANCE MATRIX

High

LEADERSHIP POTENTIAL

Moderated
Limited

PERFORMANCE
Poor

Good

Outstanding

9-BOX POTENTIAL PERFORMANCE MATRIX

High

Improve in current role


or reassign

Moderated

LEADERSHIP POTENTIAL

Prepare for
future role

Improve in
current role

Limited

Bad hire/
Replace

Improve in
current role

Reconsider

PERFORMANCE
Poor

Good

Outstanding

IDENTIFY DEVELOPMENT NEEDS?

Performance reviews

How did I go? What did I do well? What can I learn? Where do I
want to go?
what is my aspiration, what I want to be or where do I want to
go?

Identify Strengths and Improvement areas

Action plan & Career Development Discussion

CAREER LADDER & CAREER LATTICE

Defined steps Moving Up


Traditional, hierarchical structure

Multidirectional in & out of fields


Flatter often matrix structure

Top-down authority, limited


information access

Distributed authority, broad


information access

Linear, vertical career paths

Multi directional career paths

Work is a place you go to

Work is what you do

Separation of career and life

Integration of career and life

Employees are similar to each other

Employees different from each other

CAREER LATTICE

VERTICAL
Increase responsibility
In organization

LATERAL

ENRICHMENT

LATERAL

Change job outside


organization but no change
in pay/ status/ level
of responsibility

Grow within existing job

Change job within


organization but no change
in pay/ status/ level
of responsibility

REALIGNMENT
Take a step back from existing
responsibility/ pay/ status in order to
pursue different career options

CAREER LATTICE

Enrichment: expand or change the responsibilities of your current job in order to


provide growth experiences for yourself. Enrichment is focused in making your current
job better by increasing the autonomy, skill variety, and challenge of the job itself.

Vertical: move upward to one or two levels above the current position. Vertical
movement is usually achieved as a reward for excellence in the current position and
as a result of having demonstrated performance equal to that required in the higher
level position.
Lateral: lateral movement involves a change in job but not necessarily status or pay.
A lateral move can provide you with an opportunity to broaden your base of
knowledge and skill across a specific function or across varying functions. It can give
you breadth of experience which could be critical for success later on.
Realignment: look internally for a better alignment of job with personal interests,
skills, aspiration and business need. Sometimes it can be a downward move in the
organizations hierarchy.

DEVELOPMENT PLAN

Network
Collaboration platforms
Coaching
Mentoring
Feedback
'

In-class training
Workshop, seminar
'
Formal training

Learning from ....10%


others

20%
Learning from
experience

70%

On the job learning


Secondments and job rotations
Shawdow
Projects and special assignments
'

LEARNING FROM OTHERS


Network inside or outside of the organization that have the expertise and insight to be
able to give you advice, serve as confidantes, or advocate for you
Sponsor is someone within your organization who has the positional to help you
move your career forward.
Mentor is someone inside or outside your company who can give you advice,
feedback, and encouragement. Think of people within your field whom you admire.
Within your organization, who might provide perspective and counsel you on your
organizations unwritten rules? Outside your organization, who might provide guidance
in your field and help with your career?

Who believe in your potential and is willing


to advocate for your next promotion
Encourage you to take risks and has your
back
Expect a great deal from you stellar
performance and loyalty

Experienced person willing to help and


support you
Build your confidence and provide a
sounding board
Offer empathy and a shoulder to cry on
Expect very little in return

SUMMARY

Career development is the proactive planning and implementation of action steps


towards your career goals and personal growth

Employees play an active role in planning for their career development

Managers role is to ensure continuous support provided to the employees

Be prepared and ready to take opportunity when it come.