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Employees require and demand a clear message that their efforts are being noted and that a development track is being laid for them. Whatever generation or age staff all need a personal roadmap and if it is not readily apparent talented people will look for the action elsewhere. In summary, your organisation\u2019s vision can only be sustained by meeting future leadership and talent manpower needs.<\/p>\n
Are you geared up to embark on an-on-going career development programme to groom, develop and retain your future leaders?<\/p>\n
The recommended career development framework focuses on three key phases which reflect the strategic needs and the human capital manpower needs of the financial year, linked to an appraisal of an individual\u2019s performance.
\n[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_single_image image=”686″ img_size=”large”][vc_row_inner][vc_column_inner width=”1\/2″][vc_column_text]<\/p>\n
Reflecting on knowledge and skill level perceptions from different viewpoints<\/em><\/p>\n In essence, this is a skills audit of core behavioural and functional competencies carried out by the incumbent and his\/her supervisor. [\/vc_column_text][vc_column_text]<\/p>\n Discussing alternatives and possibilities but being mindful of limitations <\/em><\/p>\n This career discussion meeting (may be combined with Phase 1) considers the state of play in the person\u2019s career and reviews current performance, skill audit data and discusses options, possibilities and limitations. [\/vc_column_text][vc_column_text][\/vc_column_text][\/vc_column_inner][vc_column_inner width=”1\/2″][vc_single_image image=”613″ img_size=”full”][\/vc_column_inner][\/vc_row_inner][vc_column_text]<\/p>\n Developing knowledge and building skills and reputation<\/em><\/p>\n The focus of this phase is to create a personal learning plan for the chosen competencies. Development activities are selected from the competency library and agreed with the supervisor. The supervisor will need to address which experiences will improve the individual\u2019s competence. At the same time the development plan activities should be measurable. The employee keeps a log of progress and meets at agreed times for review with the supervisor.<\/p>\n Design, video-based behaviour modelling & training for Phases 1-3 of the career development process will be provided.[\/vc_column_text][\/vc_column][\/vc_row]<\/p>\n","protected":false},"excerpt":{"rendered":"Phase II \u2013 Reviewing Prospects and Exploring Options<\/h3>\n
Phase III – Developing Skills & Gaining Experience<\/h3>\n