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Career planning goes beyond presenting a nice picture that depicts the roadmap from junior towards senior positions. A career roadmap should be designed with reference to the market benchmark so that employees see their growth and development beyond the organisation they work for. In order to translate the career roadmap for Nadia, she needs to first explore her career aspirations. Nadia has assessed her competency level against her current position and has realised that she has some development needs. Nadia has, together with her supervisor, selected a list of development activities that will certainly help her to close competency gaps now and for future positions. Jason’s request for offering a Personalised Career Development Plan was firstly targeting on retaining and attracting people.
Additionally, it does serve as employment value proposition to potential and existing employees.
To accomplish this employees and supervisors need to spend some time on going through this career planning process. You don't need to wait for your annual performance review cycle to get started (although having your most recent review on hand can be helpful). Surely, you don't want to just wander along an undefined career path and see where that takes you?
If you are feeling unclear on where your current job can lead, or what intermediate steps you need to take to attain your goal, talk to a colleague who's ahead of you on your chosen career path.
Using your most recent performance review as a starting point, or your self-identification of your core competencies, make a list of the key strengths you use in your work, and the primary areas you need to improve to work towards your goal. OK, now that you have your goal and your areas of career development focus defined, you get to do the fun part -- defining the activities to pursue to improve your skills and competencies.


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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. Benchmarks such as required qualification, professional experience and years of service are to be reflected. During the career exploration stage, questions about her personal gifts, her talents and her passion would be useful to guide her career visioning.
Additionally, she went through the competency assessment for her short-term career aspiration and detected, not surprisingly, that she needs to build up some vital HR competencies. With a documented plan agreed together with the supervisor, Nadia is now motivated and can use the plan to navigate her learning and growth with the organisation; as for the supervisor, it serves as a good reference for on-going performance coaching and development dialogue to aid her growth in work and life. However, his vision has served as a trigger to implement a wide-ranging competency-based career development process that became part of recruitment, talent development and performance management for all employees. Is it because in many large organizations the task is lumped in with (often onerous) annual performance reviews? You only need to have the motivation to start working on developing yourself and advancing your career.
You can also search for your current job title in LinkedIn and check out some real life career paths.
Next, briefly add a statement to each area of improvement, showing how improving in that area will help you attain your end goal. But following these three easy steps outlined above, you can quickly identify and map out the activities that will put you on your chosen career path.
You can save a copy of my career development plan template in google docs and customize it to meet your goals.


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.
Additionally, job titles, in particular in today’s competitive environment, should be taken into consideration.
Additionally, it might benefit her to analyse personal career motivators (Career Anchors by Edgar Henry Schein) and personality profiles such as DiSC because certain personality characteristics match some roles better than others. As text file , driven supportdownload free simple powerpoint presentationsuccession planning.
Giving a clear career track with attractive opportunities was to help addressing this issue. Besides this, with the shift towards competency-based human resource management practices, multiple career tracks should be adopted that allow employees with different strengths to grow horizontally rather than on a single vertical career path. Using this helpful information Nadia has specified her short-term career aspiration – usually for a timeframe of 2 to 3 years – as Manager at Human Resource. Additionally, Nadia has stated her long-term career aspiration as Senior Manager at Human Resource that she would like to attain after 4 years.
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