Human Resource Role

& Contribution
Career to Guidelines
Conversation Business Excellence
HRM & Administration Services“Inspiring
Department,
our people, 14 October
Aspiring to be the2008
best”
 Introduction to myCareer Management System

A One-Stop Career Management portal for the

executives

Promotes self-initiated career and competencies

development plan

A tool for the executives to drive career aspiration

Matches individual career aspiration with opportunities

as it is used as a tool to source for suitable candidates
for job-opportunity matching e.g. Leadership
Opportunity
…
matching (LOM) and mobility

“Inspiring our people, Aspiring to be the best”

 myCareer modules

Corporate myCV
Review Generates and
Talent Management maintains
facilities to enable HR a pre-formatted
managers to search, CV of users.
Career
select & identify Planning
candidates
A facility for users to
view career to date
& plan for their future
career move/
development

STAR
Automate the
process for training
registration, approval Personal
and assessment
Development
Plan (PDP)
A facility that helps
user builds his/her
development
plan

ICP
A facility to facilitate Career Review
ACD coaching Helps supervisors
Module ready & available.
activities review subordinate's
career path &
Version 1 available for Pilot sites
in July ’09.
career planning

Module ready. Next step will be upskilling

and assessment results uploading

“Inspiring our people, Aspiring to be the best”

 Career Management Process

Prepare CV & Personal Career Approve Personal Execute Development Plan

Development Plan Review Development Plan

Staff to prepare Rich discussion Discuss and Execute Staff

CV through between staff approve Staff Development Plan
myCv in and Superior Development through Mobility
myCareer and Plan during PDB /Secondment/On
Personal EDC meeting Job Attachment.
Development
Plan with input
from PPAE.

“Inspiring our people, Aspiring to be the best”

 What is Career Conversation?

 A discussion between staff and superiors that help staff to think


about their strength, weaknesses and interests as they consider
new career opportunities.

 A planning tool to help match staff capabilities and align career


aspiration with the Company’s business strategy.

“Inspiring our people, Aspiring to be the best”

Slide 5
 Objectives of Career Conversation


 Discuss on the development opportunity available on the
current job which relates to capability growth.


 Discuss ways to align current job with skills, knowledge and
competency.


 Provide feedback on how present performance relates to future
opportunities.


 Provide information & advice on Company’s business strategies,
policies and systems.

“Inspiring our people, Aspiring to be the best”

 Impact of Effective Career Conversation to Staff

 A clearer sense of career direction ie. career pathing

where they can chart their career in the

Company.

 Increased self–insight into a more realistic view of abilities,

development areas and potentials.

 Better information regarding career opportunities and broader

understanding of career options available in PDB/PETRONAS and
required competencies.

 Increased confidence and feeling valued by theCompany.

“Inspiring our people, Aspiring to be the best”

Impact of Effective Career Conversation to Company

 Attraction and Retention of Top Talent

Support career advancement and development opportunities,

increasing the attraction and retention of Top Talent.

 Capitalisation of Staff Full Potential

Superior and staff to continuously review and aware of

performance and development goals, creating a more
productive, engaged and effective workforce.

 Deployment of Skills Across Company

Helping staff move into jobs where their skills are best used
particularly through lateral movement.

“Inspiring our people, Aspiring to be the best”

Impact of Effective Career Conversation to Company

Evolution of Roles

Addresses competencies and skill required for evolving

job roles and increases opportunity to develop within
current role.

Growth of Skills and Experience to Meet Business Needs

Meets internal skill demand for highly specialised role

that are specific to the Company.

Improvement of Organisational Performance

Provides career opportunities which increase employee

engagement and motivation to perform and impacting
overall Company’s performance.
“Inspiring our people, Aspiring to be the best”
Career conversation as a process
1. Setting up the discussion
Getting a discussion to happen and preparing
for it by gathering information, reflection and
planning the agenda

2. Establishing trust
Helping to set a positive environment for the
discussion.

3. Sharing information
Listening and questioning, exploring career
options.

4. Agreeing action

Concluding the discussion and getting practical

follow-up action.

“Inspiring our people, Aspiring to be the best”

 Source from

Flowchart of an Effective Career Conversation

Superior Setting up the discussion Staff

Am I committed to helping Individual responsibility for career Should I initiate the

my staff?
How do I prepare?
..….. Awareness of processes involved
Preparation
……. discussion?
What do I want from it?
Whom should I consult? Do I need to reflect on my
skills and aspirations?

Establishing trust
Am I showing that I understand staff’s
concerns? Agreeing ground rules Am I being honest and
open?
Am I tailoring the discussion to staff’s ……. Listening and empathising
Questioning and probing
……. Do I understand how my
needs? expectations and
Am I showing how staff’s expectation and aspirations fit with the
aspirations fit with the business? business?
Should I draw on my own experience?
Sharing information

Information about self and situation Am I asking the right

What constructive question?
feedback can I offer? ……. Exploring pros and cons of options ……. Am I being open about my
How far should I Questioning and probing strengths and weaknesses?
challenge my staff? Setting direction What information do I
What information does want?
staff need?

Agreeing action
Am I clear about what I
How will I deliver what I Concluding the discussion will do now?
have promised? ……. Agreeing actions and any further
contact
……. Do I feel clear about the
agreed actions and who is
doing what?
“Inspiring our people, Aspiring to be the best”
Slide 11
 Behaviour Checklist for Career Conversation
Effective Behaviour for Superior
Showing genuine interest in the staff
Being positive and enthusiastic
 Challenging and advising constructively
Giving information
Giving honest feedback on skill and potential
Ineffective Behaviour for Superior
Appearing uninterested and failing to show
empathy with staff situation
 Failing to listen or checking your understanding
 Hiding behind the organisation line rather than
being honest and open
 Promising to act and then failing to follow it up
“Inspiring our people, Aspiring to be the best”
Effective Behaviour for Staff
 Being proactive
 Getting ready by thinking about himself and
option in front of him
 Being ready to disclose appropriate and relevant
personal aspects
 Being open minded and able to really look at
yourself
 Being flexible and considerate when thinking
about career moves
 Thinking about career as a business proposition
 Taking ownership and following up
Ineffective Behaviour for Staff
 Waiting for help to come to you rather than going
out to find it
 Taking the Superior by surprise ( not giving them
the chance to prepare for the convrsation
 Being aggressive or defensive
 Appearing to be interested in yourself and not
the organisation or others
 Thinking of your career development as
promotion only or expecting that a promotion will
be the necessary outcomeof your conversation
Career Conversation Through Coaching Process
Clarification
Understanding what
staff want to do

Development Planning Reality Testing

Providing feedback
Offering guidance in with the intention of
setting goals and writing giving staff a
Personal Development realistic view of
Plan himself in the
company

Advising
Providing information and advice
on company’s strategy and
direction and its implication to
staff career development

“Inspiring our people, Aspiring to be the best”

 Clarification Questions

How satisfied are What do you want to

you with your do?
current job ?
What are the skills and
knowledge that you
What kind of tasks need to improve to
do you enjoy doing close your gaps?
most.
What is your strongest
skill and knowledge?
What have you done
well in the past?
What caused
satisfaction or
What is your dissatisfaction?
strength and
weakness?

“Inspiring our people, Aspiring to be the best”

Slide 14
 Reality Testing Questions

How do your skill How realistic do you

match up with those think your career goal
who have interest as is?
you?

How do you think What steps have you

your current taken to achieve your
reputation among career goal?
your colleague?

What personal How do you think your

barriers do you know current performance
of that may hinder will affect your career
achievement of your aspiration/plan?
goals?

“Inspiring our people, Aspiring to be the best”

Slide 15
 Advising Questions

Would you like

suggestions from Can you share with me
me? how can I support you?

What would your

action be?

If you had your

choice, what will you
do?

“Inspiring our people, Aspiring to be the best”

Slide 16
“Inspiring our people, Aspiring to be the best”
Slide 17