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
Do what you .
are good at ..
Do what
paid well
DREAM
JOB
Happy but
poor
Happy but
unfulfilled
Rich but
bored
TYPES OF ASPIRATION?
Traditional career success: achieve advancement in the organization’s
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
5 10 15 20 25 30 35
Level 1
Level 2
Level 3
Level 4
Level 5
0
Time
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?
- Job satisfaction
- Utilize and grow skills, capability
- Recognition
- Creates opportunities –
different types of work or roles
‐ Build an effective team
‐ Build mutual trust and respect
‐ Improve morale and retention
‐ Grow talent pipeline
‐ Effective teams deliver results
Line ManagerEmployee
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
PERFORMANCE
LE
AD
ER
SH
IP P
OT
EN
TIA
L
Poor Good Outstanding
Hig
h M
od
era
ted L
imite
d
9-BOX POTENTIAL PERFORMANCE MATRIX
PERFORMANCE
LE
AD
ER
SH
IP P
OT
EN
TIA
L
Poor Good Outstanding
Hig
h M
od
era
ted L
imite
d
9-BOX POTENTIAL PERFORMANCE MATRIX
PERFORMANCE
LE
AD
ER
SH
IP P
OT
EN
TIA
L
Bad hire/
Replace
Improve in
current role
Improve in
current roleReconsider
Improve in current role
or reassign
Poor Good Outstanding
Hig
h M
od
era
ted L
imite
d
Prepare for
future role
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
‐ Top-down authority, limited
information access
‐ Linear, vertical career paths
‐ Work is a place you go to
‐ Separation of career and life
‐ Employees are similar to each other
Multidirectional – in & out of fields
‐ Flatter often matrix structure
‐ Distributed authority, broad
information access
‐ Multi directional career paths
‐ Work is what you do
‐ Integration of career and life
‐ Employees different from each other
CAREER LATTICE
ENRICHMENT
VERTICAL
LATERAL LATERAL
REALIGNMENT
Increase responsibility
In organization
Grow within existing job Change job within
organization but no change
in pay/ status/ level
of responsibility
Change job outside
organization but no change
in pay/ status/ level
of responsibility
Take a step back from existing
responsibility/ pay/ status in order to
pursue different career options
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
organization’s hierarchy.
CAREER LATTICE
DEVELOPMENT PLAN
Learning from
experience
70%
Learning from
others
20%
Formal training
....10%
‐ On the job learning
‐ Secondments and job rotations
‐ Shawdow
‐ Projects and special assignments
‐ '
‐ In-class training
‐ Workshop, seminar
‐ '
‐ Network
‐ Collaboration platforms
‐ Coaching
‐ Mentoring
‐ Feedback
‐ '
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
organization’s 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
‐ 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
‐ Manager’s role is to ensure continuous support provided to the employees
‐ Be prepared and ready to take opportunity when it come.
SUMMARY