提升职场竞争力经典实用课件之二十六：开启成功人生的金钥匙.ppt

* * * * * * * 高远的企业战略一般能够涵盖所有员工的各人职业目标。 * 企业文化貌似空灵，其实写实。在文化不匹配的企业里生存实在是痛苦的事情，也不会有好的结果。 * * * * * * * * Identify best Career Opportunities Company’s Needs Team member’s Career Interest and Aspiration Individual Competencies and Traits * * Career Management Responsibilities TEAM MEMBERS Take ownership and initiative Areas of Shared Responsibility Seek to understand self and options Seek support when needed Take advantage of tools and resources Develop plans and take action Link team member career objectives to business goals Assess team member strengths/weaknesses Identify organizational opportunities Facilitate growth MANAGERS Encourage and enable participation Coach and counsel Share information Discuss opportunities Provide input to plans and action planning COMPANY Develop and implement strategies Provide time and access to tools and resources Create a supportive culture Monitor progress and create accountability * * Leaders notes: The lifecycle of an employee in a specific job can be divided into 3 phases: 1) Developing Performance The person is recruited and starts the job. The person is learning and explores the company and the new job 2) Performing The person is confortable in the job and performs well 3) Developing Potential The person shows clearly the potential to accept a new assignment PMP applies to 3 phases where SMD becomes relevant in the last 2 phases According to the phase a person is in, the Development Discussion focuses more on the actual job (first 2 pahses) or on the possible future job (last phase) * * Leaders notes: Discuss with the audience what otherwise is important in a development discussion. Use last year‘s PMP, talk to peers and managers or customers havig contact to the team member. However do only do this with the content of the team member!!!!. Stress that the place of the development discussion is important – the discussion is personal and should be in a personal room. 2. The team member must feel th