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

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