Success Through HR Professionals通过人力资源专业人士的成功.ppt

1、Success Through HR Professionals,Competencies and Career Developmentfor the General HR Community,February 2007,Objectives,Explain the HR competency framework and the new HR behavioral competencies. Learn about the career management process in government. Identify the steps in creating a career devel

2、opment plan Review how to prepare for a career discussion with your manager Review what happens after the workshop,Agenda,Competency what does that mean? New HR Competencies what are these? Career Development how does this link to competencies? Next Steps - after the workshop,Objective #1: What is t

3、he HR competency framework and the new HR behavioral competencies?,Why Competencies?,Promote a more open and transparent culture Improve the way an organization selects and develops employees Identify and encourage corporate behaviours Provide a common framework and language to integrate HR processe

4、s Support organizational change Encourage employees take more ownership for their own career development,Necessary for top performance but not sufficient,Characteristics that lead to longer-term success,What Is a Competency?,A competency is any observable and/or measurable knowledge, skill, ability,

5、 or behaviour that contributes to successful job performance.,Components of a Competency,Definition Explains what the competency means Provides common language that everyone can understand in the same way Scale Lays out a behaviour pattern for each levelbegins with passive behaviour and gradually in

6、creases Incremental and additiveany one level is inclusive of all preceding levels,Example of a Scaled Competency,Success Through HR Professionals,Types of Competencies,Behavioural competencies Refer to motives, traits and attributes that shape behaviour and reflect “how” you apply your knowledge an

7、d skills to achieve results. Technical competencies Refer to the specific knowledge and skills required to be effective in the job and reflect the “what” you know and what you can do technically.,Now that we understand competencies, what are the new competencies for the HR Community?,New HR Competen

8、cies,Effective Interactive Communication,Change Leadership,Client Orientation,Self Confidence /Courage of Convictions,Decisiveness,Relationship Building,Leadership Competencies for the AS group:,HR Competencies for the Community:,Client Orientation is,developing and maintaining strong relationships

9、with clients. Focuses ones efforts on discovering and meeting the clients needs, while balancing against the governments key business and strategic priorities. Clients may be broadly defined, including internal “customers” or “clients”, as well as the public.,Change Leadership is,the ability to ener

10、gize and alert groups to the need for specific changes in the way things are done. People with this competency willingly embrace and champion change. They take advantage of every opportunity to explain their vision of the future to others and gain their buy-in.,Effective Interactive Communication is

11、,the ability to transmit and receive information clearly and communicate effectively to others by considering their points of view in order to respond appropriately. It includes using tact and diplomacy in all communications as well as the ability to convey ideas and information, both orally and in

12、writing, in a way that brings understanding to the target audience.,Competency Framework for the HR Community,3 HR competencies required by all members of the HR Community 8 leadership competencies for MCP employees 3 leadership competencies for AS employees,Leadership qualities can be demonstrated

13、by all members of the HR Community.,Competencies that apply to the entire HR Community to enable HR professionals in government to utilize their skills and knowledge more effectively.,Leadership qualities can be demonstrated by all members of the HR Community.,Target Levels of Proficiency,Competency

14、 Activity,Vision,Competencies will help the HR Community work towards its Vision: The HR Community will strive to make the Government of Nova Scotia a “preferred employer”. In Future:,Managers are able to manage their HR Clients are coming to us as partners We are a fully qualified HR Community that

15、 can deliver a full range of services Our HR Community has a high level of job satisfaction and contentment,Objective #2: Whats the Career Development Planning process?,What is Career Development?,Career Development (or Management) is a process where you work with your manager to map out a realistic

16、 path to achieving your career aspirations within the context of the organization. It is: Employee owned Manager facilitated Organizationally supported,Win-Win-Win,Employees,Managers,Organization,Career Development Roles and Responsibilities,Career Development Process,1. Discovery Determine Where Yo

17、u Want To Go,2. Assessment Identify strengths & development areas,3. Planning Make a Career Development Plan,4. Preparation Get closer to your goal,Management Support and Coaching,1,Discovery,Know yourself: Who are you? What is your motivational type? What is your personality type? What are your car

18、eer assets?,Assessment,Assess where you are in relation to where you want to be Identify your strengths and developmental needs Benchmark your goals,2,Planning and Preparation,Planning: Create Your Career Development Plan,3,4,Preparation: Have a Career Discussion and be Competition Ready,Objective #

19、3: What are the steps in creating a career development plan?,What is Development?,Development is a planned and systematic effort aimed at increasing your personal effectiveness in targeted skills and competencies. Three key Factors: Assessment (small a assessment) Challenge Support,Planning: The Car

20、eer Development Plan,Assessment,Support,Challenge,Planning Step 2,To change means to “hard-wire” new behaviorsthis activity is like building muscle It is easiest to be successful when you focus on one or two thingspractice developing these “muscles” for at least six months,Choose One or Two Areas fo

21、r Change,Planning Step 3 - Write Action Steps,Planning Step 3 Example,Step 2 Development Goal: Client Orientation Offer more creative/innovative solutions to client problems and be able to explain why the solution will work for the client situation. Step 3 Action Steps: Ask my manager about a challe

22、nging or difficult client problem she is currently involved with. Ask to work with her in helping to resolve the situation. Look for opportunities to collaborate with people from other CSUs or depart on initiatives or programs that may help my clients. Prepare and present a summary of my findings to

23、 clients. Read: Customer Service From The Inside-Out Made Easy, by Paul Levesque (Entrepreneur Press, 2006).,Activity: Development Activities,Using the sample CDP, complete development activities for John by creating action steps (Step 3) for his development goal for Client Orientation. Use the deve

24、lopment activities resource guide. Report back to large group on which activities you choose.,Objective #4: How do I prepare for a career discussion with my manager?,Preparation: The Career Discussion,Ask for a time to meet. Make a list of the things you wish to discuss. Be organized. Bring anything

25、 you think would help your discussion updated resume, competency assessment, previous performance review and your draft CDP. Seek feedback. Express an openness to hearing frank feedback. Be willing to modify your plan after receiving feedback.,4,Preparation: Competition Ready,Understand governments

26、hiring policy. Update your resume and cover letter. Practice your interview skills. Look for opportunities career and/or development,4,Next Steps,Discovery and Assessment: Do any self assessments that you want to do using the various tools and resources available to you (Career Explorer Workbook, 360, informational meetings, etc.) Planning: Draft your career development plan Preparation: Schedule a meeting with your manager and have your career discussion Incorporate any changes into your career development plan and p