Introduction:
HR practitioners are always required to be able to devise a strategy or regeneration scenario, career path and plans for the development of human resources in the company in order to support the needs of certain ‘talent’ in future, maintain a competitive advantage in the field of human resources and maintain ‘best talent’ to remain a career in company. The biggest difficulty after HR professionals successfully identify ‘potential talent’ (either through assessment center, potential review or other medium) generally is to design suited development program for the ‘talent’, program the rotation plan that support the development strategy, design a career path relevant to the core business and corporate characteristics, determining the right time for the ‘talent’ to occupy the planned position and many others. The truth is, the difficulties would be much easier to overcome if HR practitioners can do appropriate and relevant Carreer Mapping & Planning to those needs. Thus, to assist HR practitioners perform such activities, training ‘Carreer Mapping & Planning’ (CMP) is held.
Main Discussions:
1. Definition & Benefit of Career Mapping & Planning (CMP)
2. Application of Competence in performing CMP
3. CMP Process
4. The division of roles in the CMP
5. Job Characteristics and the effects in CMP
6. Job Clustering Definition (Clustering Job vs. Job Grading)
7. The steps in conducting Job Clustering
8. Tools in doing Job Clustering
9. Managing Career Mapping & Planning results:
- Career Path
- Succession Planning & Replacement Table Chart (RTC)
- Individual Development Planning (IDP)
- Individual Career Planning (ICP)
- Talent Pool
Training Tools:
- Career Mapping Simulation (Excel Formula)
- Career Planning Simulation (Excel Formula)
- Job Clustering Simulation (Excel Formula)
- Position’s Competencies Simulation
- Setting (Excel Formula)