程琳-职业生涯分析与规划.pptVIP

Talent Development职业生涯分析与规划 双赢管理咨询（上海）有限公司 Centre for Effective Leadership (Shanghai) Ltd. How does your company understand Talent Development贵公司是如何认识职业生涯发展的？ That is the duty of HR Dept. 那是人力资源部的事； We don’t develop, we buy. 我们不开发，我们用钱“买”； Performance Evaluation + Training 绩效评估 + 培训； Overseas exposure 海外工作机会； Special assignment 分派特别工作任务； Coaching 辅导员工。 Typical Mis-understandings典型误区 Talent Development is HR’s job; “职业生涯规划是人力资源部的事”； My company will arrange my development; “公司会为我安排好我的发展道路的”； My company is pretty stable, Talent Development is not important; “我们公司很稳定，发不发展关系不大”； Talent Development is purely personal; “职业生涯规划完全是员工个人的事”； Talent Development not related to business needs. 职业生涯规划与业务需求缺乏联系。 TOP? 模型 Career Orientations不同的职业取向 The Four Stages职业生涯的四阶段 Symbols of a Novation实现阶段超越的标志： Is Not… 不是 Promotion 职位升迁 Growth of Age 年龄的增长 Years of Service 工龄增加 Scholarship 学历 Skill 专业技能 Salary Increase 薪酬增加 Training 参加培训 Is 是… Work Method 工作方式 Perspective 看问题的角度 Relationship Network 人际关系网 Organizational Capability 组织、活动能力 Business Sense 商务意识 Value of Contribution 所做贡献的价值 Coach Capability 辅导培养他人的能力 Key Research Findings重要研究发现… High performers contribute in fundamentally different ways at different times in their careers 表现优异的人懂得在不同时期以不同的方式作出贡献。 High performers move through at least three and as many as four distinct stages in their careers 表现优异的人通常会在三个以上的阶段之间转换。 Movement through these stages is not automatic 自我超越不是自动的。 There is a direct correlation between a person’s stage and his/her contribution to the organization 所处阶段与贡献大小有直接关系。 Career Stagnation职业发展停滞 Position Plateau 职位高原效应 The end of promotions; i.e. no significant increases in level, status, or formal power. 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。 ? Contribution Plateau 贡献高原效应 A state of stagnation in terms of personal growth and hence contribution. 就是个人成长和贡献的停滞。? If your organization is facing…假如您的组织正面临以下问题… Non-compensation related high employee flow rate; 非薪酬因素引起的员工流动率高