程琳-职业生涯分析与规划

TalentDevelopment

职业生涯分析与规划双赢管理咨询（上海）有限公司CentreforEffectiveLeadership(Shanghai)Ltd.HowdoesyourcompanyunderstandTalentDevelopment

贵公司是如何认识职业生涯发展的？ThatisthedutyofHRDept. 那是人力资源部的事；Wedon’tdevelop,webuy. 我们不开发，我们用钱“买”；PerformanceEvaluation+Training 绩效评估+培训；Overseasexposure海外工作机会；Specialassignment分派特别工作任务；Coaching辅导员工。TypicalMis-understandings

典型误区TalentDevelopmentisHR’sjob; “职业生涯规划是人力资源部的事”；Mycompanywillarrangemydevelopment; “公司会为我安排好我的发展道路的”；Mycompanyisprettystable,TalentDevelopmentisnotimportant; “我们公司很稳定，发不发展关系不大”；TalentDevelopmentispurelypersonal; “职业生涯规划完全是员工个人的事”；TalentDevelopmentnotrelatedtobusinessneeds. 职业生涯规划与业务需求缺乏联系。TOP®

模型Talent才能Passion激情OrganizationalNeeds组织需求Distinctiveness特长CareerBest事业有成CareerOrientations

不同的职业取向追求不断扩大自身影响力和显著进步。Influence,Impact&Visibility寻求得到认可，工作的安全感，尊重和组织的信任Companyloyalty,Symbolsofappreciation追求刺激，冒险和先拨头筹的机会Excitement,Adventure,“CuttingEdge”work渴望对自己工作流程的最大掌控权Maximumautonomyandcontroloverownwork力求平衡工作、社会关系以及自我发展三者间的关系。既要避免成为“工作狂”，又要避免工作索然无味。Equilibriumbetweenwork,relationshipsandself-development积极进取型Advancement追求稳定型Security追求挑战型Challenge追求自由型Freedom追求平衡型BalanceTheFourStages

职业生涯的四阶段Stage1:Dependingonothers第一阶段：成长依赖期

Willinglyacceptssupervision主动接受指导；Mastersbasicandroutinetasks参与日常工作，掌握基本技能；Shows“directed”creativityandinitiative在指导下能发挥创造力，主动性；Performswellundertime&budgetpressure能承受一定的压力；Learnshow“We”dothings积极学习团队共同的工作方式。Stage2:ContributingIndependently第二阶段：独立贡献期

Assumesresponsibilityfordefinableprojects对工作尽职尽责；Relieslessonsupervision;worksindependentlyandproducessignificantresults能独立完成任务，成绩优良；Increasesintechnicalexpertiseandability专业技能有所提高；Developscredibilityandareputation树立信誉与威望；Buildsastronginternalnetworkofrelationships与人建立良好的工作关系。Stage3:Contributingthroughothers第三阶段：指导授能期

Increasesintechnicalbreadth专业技能有所拓宽；Developsbroadbusinessperspective视野更加开阔；Stimulatesothersthroughideasandknowledge以自己的见解和知识激发他人；Involvedasamanager,mentor,oridealeaderindevelopingothers以上司，导师和启蒙者的角色培养人；Representstheorganizationeffectivelytoclientsandexternalgroups有效地代表所在组织与外界交往；Buildsastronginternalandexternalnetwork建立良好的内外关系网。Stage4:Organizationalleadership第四阶段：策划领导期Providesdirectiontotheorganization为组织指明方向；Defines/drivescriticalbusinessopportunitiesandneeds发现商机，引导业务；Exercisespowerresponsibly负责任地行使权力；Obtainessentialresources能够利用必要资源；Sponsorspromisingindividualstopreparethemforleadershiproles支持乐于献身的个人成为后备领导人才；Representstheorganizationoncriticalstrategicissues代表组织处理重大战略性事务。SymbolsofaNovation

实现阶段超越的标志：IsNot…不是Promotion 职位升迁GrowthofAge 年龄的增长YearsofService 工龄增加Scholarship 学历Skill 专业技能SalaryIncrease 薪酬增加Training 参加培训Is是…WorkMethod 工作方式Perspective 看问题的角度RelationshipNetwork 人际关系网OrganizationalCapability 组织、活动能力BusinessSense 商务意识ValueofContribution 所做贡献的价值CoachCapability 辅导培养他人的能力3-8KeyResearchFindings

重要研究发现…Highperformerscontributeinfundamentallydifferentwaysatdifferenttimesintheircareers 表现优异的人懂得在不同时期以不同的方式作出贡献。Highperformersmovethroughatleastthreeandasmanyasfourdistinctstagesintheircareers 表现优异的人通常会在三个以上的阶段之间转换。Movementthroughthesestagesisnotautomatic 自我超越不是自动的。Thereisadirectcorrelationbetweenaperson’sstageandhis/hercontributiontotheorganization 所处阶段与贡献大小有直接关系。CareerStagnation

职业发展停滞ContributionPlateau贡献高原效应Astateofstagnationintermsofpersonalgrowthandhencecontribution. 就是个人成长和贡献的停滞。

PositionPlateau职位高原效应Theendofpromotions;i.e.nosignificantincreasesinlevel,status,orformalpower. 就是升职的停滞，即不再有实质性的头衔，身份的提升或正式权力的扩大。

ContributionCycle贡献循环图ADCB-Interest兴趣 ++Ability能力-DevelopmentZone理想发展区域-IndividualCapability个人能力++

ComplexityofJob工作难度-DevelopmentZone理想发展区域Ifyourorganizationisfacing…

假如您的组织正面临以下问题…Non-compensationrelatedhighemployeeflowrate; 非薪酬因素引起的员工流动率高；Unsatisfyingperformanceafterpromotion; 员工升职后表现不如以前；Overstablenessofthemanagementteam; 管理层人员过分稳定；Employeescomplaininginsufficientcoaching; 员工抱怨得不到有效指导；Newemployeesseemdon’tfittheirpositions; 新员工好象不适合所在岗位；EmployeesrelyonHRfortheirpersonaldevelopment,andcomplainforinsufficientdevelopmentchances. 员工依赖人力资源部为他们制定个人发展计划，或抱怨公司不提供发展机会。…YoumayneedtoconsiderTalentDevelopment…您应该考虑进行职业生涯分析与规划教育How“TalentDevelopment”mayhelp?

职业生涯分析与规划的作用Personally对个人Self-awareness,cleardevelopmentdirection 认识自我，明确发展方向Increasejobsatisfaction 增加对工作的满意度Keeppersonalmarketvalue 保持个人市场价值Organizationally对组织Increaseteamstability 增加团队稳定性Keepemployeecompetitiveness 保持人才的竞争力Increaseemployeecommitment 增加员工的承诺度Toeducateemployeestodevelopwithtime,andavoidbeingeliminated; 教育员工应当与时俱进，避免被淘汰；Usetheprogramasaguidetoimproveindividualcapability&leadership; 以此为指南，提升个人技能和领导力；Letemployeesunderstandthatcareerdeve