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We acknowledge that it is the quality and commitment of our people that have made us one of the world’s leading professional service firms.
We see your career as a personal partnership, one in which we will invest as much energy and commitment.
Moore Stephens LLP is recognised as one of Singapore’s pioneering cohort of Accredited Training Organisations (ATOs) for the Singapore QP.
Since then, we have grown, together with our associate firms, to a leading accounting and consulting association with 16 partners and directors; and some 200 employees. 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.

This binder provides a wealth of career development and planning resources for educators and counselors. Indeed, our reputation depends on our people’s ability to provide excellent services to our clients. We will endeavour to provide a supportive environment, one that will equip you with the skills, and the room for personal and professional growth. To ensure that you are on track, your supervisor and partner will provide regular feedback on your performance for the various assignments. 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. You will need to enable javascript in your browser to properly view the "Career Development & Planning Resources" binder. Your mentor will provide ongoing counselling and coaching throughout your career with the Firm.

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.
When we recruit, we look for well-rounded, confident individuals who have the commitment and determination to excel.
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. Hence we are committed to use a variety of means to ensure that your needs are constantly met. Additionally, Nadia has stated her long-term career aspiration as Senior Manager at Human Resource that she would like to attain after 4 years.
Opportunities for promotion to managerial or partnership level are available for all staff.

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Comments Career development unit plan

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