People leave organisations for many reasons. Some of the reasons cited were : relationship with boss and co-workers, bored and unchallenging job, lack of opportunities to use skills and abilities, to develop new skills, autonomy and independence, better job opportunities and so on.

Many of the reasons stated have to do with the way the company and manager handle career development of the staff. Whose responsibility is actually career development? Is it the manager? Is it the employee? How do managers engage employees in career development talks and see through their career development? What do employees need to do to build the relationship with their managers?

As you would have probably guessed by now, career development is a joint responsibility between employees and their managers. Managers have the opportunity to build a very good and meaningful relationship with their staff through career development. However, just like any healthy relationship, employees too have a very key role to play in their own career development.

How great is it if you know what career development is and what are the tools available to advance your career as well as the career of your staff. How great is it if you can build great and lasting working relationship with your staff through career development.

Objective

At the end of the course, learners will be able to

• Differentiate between training and development
• List down the 70-20-10 elements of learning
• Use a framework to identify the skills set and competencies required for each level of a job role
• Know what are their responsibilities in developing the careers of the staff
• Use the steps to go about identifying the developmental needs of an individual
• Differentiate impactful and non impactful developmental
• Identify the different developmental opportunities
• Create impactful development
• Execute steps in helping develop their staff using the Plan-Do-Check-Act Cycle
• Check in on Developmental Progress
• Aware how ability to develop self and others is aligned with the company values

Outline

• Why is career development important
• Define what is training and development
• My Career Cycle
• What goes into the 70-20-10 of learning
• Create a skills matrix for a job role for different levels
• What is the role of supervisors and employees in career development
• What are developmental needs and how to identify developmental needs
• What are the kinds of developmental opportunities
• What are impactful development
• How I can create impactful development
• Plan-Do-Check-Act Cycle
• Checking in
• What more can I do to develop my staff
• What more can I do to develop myself
• Reflection on how developing myself and my staff is aligned to my company values of Customer First Mindset, Commitment to Quality and Commitment to you and Integrity with passion.

Who should attend

Anyone involved in managing or supporting the career development of staff members can benefit from attending this course. By equipping supervisors and managers with the knowledge and skills to effectively nurture talent and promote career advancement, organizations can create a more engaged, motivated, and high-performing workforce.

Methodology

• Presentation
• Discussions
• Sharing
• Exercises
• Reflections

Testimonial

As a supervisor, I found the content incredibly insightful and practical.

Informative and relevant to my role as a supervisor

Agnes Lim's Profile

Armed with a BSC (Hons) from the National University of Singapore, a MBA from the University of Hull and an Advanced Certificate for Training and Assessment (ACTA) by Institute of Adult learning (IAL), Agnes Lim has more than 30 years of corporate experience in the biomedical industry of which 20 years were in middle and senior management.

Adept at people management, she has more than 20 years experience in hiring, managing, training and developing staff and more than 10 years experience in succession planning at the site leadership level. She is able to connect with people across different levels in the organisation having worked up the levels in her career. She has conducted more than 300 interviews ranging from junior management staff to site leadership team members to scholarship aspirants at her previous companies.

Being in a technical department, Agnes is equally well versed in technical report writing and technical presentation, having created and reviewed many thousands of technical reports and presentations throughout her career.

Agnes has developed and conducted numerous trainings and coached learners on both technical and soft skills. Examples of trainings that she has conducted include, How Managers and supervisors can Develop Career of their Staff, Hire Right, Managing your Career Development for Success, Technical Writing Skills, Technical Presentation skills, Auditing Skills, Investigations Skills, Data Integrity, Quality Risk Assessments amongst others.

A comfortable and confident speaker, she was invited to speak at BioBiz at NUS previously to help the students have a better understanding of the career opportunities in the biomedical / pharmaceutical industry. She has also shared her educational choices with students at Raffles Girls School (Secondary), her alma mater.

Agnes is passionate about developing and cultivating talents within the organisation. She believes that a keen focus on talent development differentiates organisations and is a competitive advantage.

With a passion for youth and education, she currently volunteers with ACTS Singapore.