“I would like everyone in our organisation to have his personal career plan in his hands shortly after joining us”

was the message we received from Jason, the leader of a social sector organisation. As he explained, it was not easy to attract people to join his team of around 600. The lack of attraction of the jobs in his organisation in the eye of the youth, especially fresh graduates, was the driver for his request. Giving a clear career track with attractive opportunities was to help addressing this issue.

Career planning goes beyond presenting a nice picture that depicts the roadmap from junior towards senior positions. It involves customisation of this roadmap for each individual – matching current and future foreseeable career needs with the options available within and beyond the organisation. It also includes developing necessary competencies for present or future jobs, i.e. the acquisition of knowledge, skills and specific personal attributes.

Before being able to show a Personal Career Development Plan as presented for Nadia Clark, a member of another organisation, Nadia has been crafting her career plan together with her supervisor by completing the following steps:

Step 1: Review Personal Career Aspiration

  • Understanding personal career vision, passion, strengths and preferred environment
  • Recognising personal career motivators or anchors
  • Identifying desired role(s) to progress within short-term and long-term period

Step 2: Identify Capability Gaps

  • Assessing against required competencies of the desired role(s)
  • Identifying competency gaps, i.e. strengths and areas for development
  • Evaluating role readiness

Step 3: Map out a Personal Career Development Plan

  • Understanding personal learning preference
  • Setting career development action plan
  • Agreeing with supervisor on implementation
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