Professional Documents
Culture Documents
&
CAREER DEVELOPMENT
OUTCOMES
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?
Security: find long term secured position that represents Stability and
predictability
Freedom: seek individualism and want autonomy for his/ her thoughts
and activities and value freedom and independence
CAREER FRAMEWORK
Capability
Level 5
Level 4
Level 3
Level 2
Level 1
Time
10
15
20
25
30
35
years
CAREER DEVELOPMENT
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.
Employee
Line Manager
- Job satisfaction
- Recognition
- Creates opportunities
High
LEADERSHIP POTENTIAL
Moderated
Limited
PERFORMANCE
Poor
Good
Outstanding
High
LEADERSHIP POTENTIAL
Moderated
Limited
PERFORMANCE
Poor
Good
Outstanding
High
Moderated
LEADERSHIP POTENTIAL
Prepare for
future role
Improve in
current role
Limited
Bad hire/
Replace
Improve in
current role
Reconsider
PERFORMANCE
Poor
Good
Outstanding
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?
CAREER LATTICE
VERTICAL
Increase responsibility
In organization
LATERAL
ENRICHMENT
LATERAL
REALIGNMENT
Take a step back from existing
responsibility/ pay/ status in order to
pursue different career options
CAREER LATTICE
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
20%
Learning from
experience
70%
SUMMARY