Hi friends, I have herewith attached the draft of the career planning for our employees.. Kindly go through it and give me ur valuable suggestions. Thanks Sowmya
From India, Madras
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14From India, Madras
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Please give your suggestions. 😢😢😢
From India, Madras
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Please give your suggestions. 😢😢😢
From India, Madras
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Actually, I could not understand what type of information or suggestion you wanted in this. It is simply about what career/performance counseling we conduct orally with employees. The next point is how to grade it according to our criteria and what the next plan will be.
From Pakistan, Lahore
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From Pakistan, Lahore
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Hi Arooj,
Actually, after interacting with the respective employee, the management and the employee will decide on a particular goal they wish to achieve. So, accordingly, after setting their goal and career timeline, we need to create a career plan for him/her.
For example, an "X" employee is currently working as a Project Engineer with a few tasks, and for performing these tasks, he/she possesses certain skills. Now, the management and the "X" employee have decided that the "X" employee will transition to the role of a Project Manager within a span of 3 years, which aligns with the "X" employee's career timeline. To achieve this, the employee needs to acquire specific skills and should be provided with suitable opportunities. For instance, if as a Project Engineer he is handling 5 projects, then as a Project Manager, he should be capable of managing around 50 projects along with overseeing his team.
To monitor and track these individual employee plans, I have designed a format which is attached here.
I hope the details are clear now.
Thanks,
Sowmya
From India, Madras
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Actually, after interacting with the respective employee, the management and the employee will decide on a particular goal they wish to achieve. So, accordingly, after setting their goal and career timeline, we need to create a career plan for him/her.
For example, an "X" employee is currently working as a Project Engineer with a few tasks, and for performing these tasks, he/she possesses certain skills. Now, the management and the "X" employee have decided that the "X" employee will transition to the role of a Project Manager within a span of 3 years, which aligns with the "X" employee's career timeline. To achieve this, the employee needs to acquire specific skills and should be provided with suitable opportunities. For instance, if as a Project Engineer he is handling 5 projects, then as a Project Manager, he should be capable of managing around 50 projects along with overseeing his team.
To monitor and track these individual employee plans, I have designed a format which is attached here.
I hope the details are clear now.
Thanks,
Sowmya
From India, Madras
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Hi Sowmya,
Kindly clarify one more thing. Is this the standard plan for all employees? If no, then it's okay. But if yes, then:
1. All employees in the company are not on the same step. It is not possible that all are in the exploration phase, grooming phase, or establishment phase.
2. It should range from operative to managerial:
- Level 1: Operative
- Level 2: Supervision + Operative
- Level 3: Supervision
- Level 4: Managerial
This is what I think should be included. The plan should be generalized. The following image is also very helpful. I need your feedback.
Regards,
Hassan 😉
From Pakistan, Islamabad
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Kindly clarify one more thing. Is this the standard plan for all employees? If no, then it's okay. But if yes, then:
1. All employees in the company are not on the same step. It is not possible that all are in the exploration phase, grooming phase, or establishment phase.
2. It should range from operative to managerial:
- Level 1: Operative
- Level 2: Supervision + Operative
- Level 3: Supervision
- Level 4: Managerial
This is what I think should be included. The plan should be generalized. The following image is also very helpful. I need your feedback.
Regards,
Hassan 😉
From Pakistan, Islamabad
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The format which I have sent is for all the employees in the organization. Actually, our company is fixing some short-term goals like 4 years or 5 years for each and every employee....
I have drafted one more format with some improvisations. Kindly give your feedback.
Thanks,
Sowmya
From India, Madras
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I have drafted one more format with some improvisations. Kindly give your feedback.
Thanks,
Sowmya
From India, Madras
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Dear Sowmya,
It seems that you are working on this particular area of career development. Sooner, I'll start my work on the same but it's in my schedule from next month.
I would like to have coordination with you in this regard. What could be the possible way for the same?
Regards,
Khalid
From Pakistan, Lahore
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It seems that you are working on this particular area of career development. Sooner, I'll start my work on the same but it's in my schedule from next month.
I would like to have coordination with you in this regard. What could be the possible way for the same?
Regards,
Khalid
From Pakistan, Lahore
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Hi, I am a new member.
One of the things I do is to train people on their goal setting. I happened to go through the file attached below. I think it is very basic and requires a lot of focus, like purpose, objectives, and takeaways for you.
I know this might not be the relevant thing. However, look for a book called "The First 90 Days" by Michael Watkins.
- ADI
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One of the things I do is to train people on their goal setting. I happened to go through the file attached below. I think it is very basic and requires a lot of focus, like purpose, objectives, and takeaways for you.
I know this might not be the relevant thing. However, look for a book called "The First 90 Days" by Michael Watkins.
- ADI
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Career Development&suc cession planning.ppt
Goal-setting-gu ide_141.pdf