commercial careers strategy
Kirsty T
Created on May 22, 2023
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Transcript
Why
When
Who
Where
What
Who
What
Where
When
Why
Create a global commercial career strategy, for all stages of development
Gap Analysis
Audience insight
Functional Strategy
Point for consideration Do we have existing relationships with all locational representatives? Do we have local service providers to replicate training? Are there visa considerations for international placement programmes? Are there travel restrictions in place (Russia) Are there international barriers to content? GDPR considerations
1598 Great Britain 1238 Whitley 204 Gaydon 68 Fen End 29 Warwick Uni 18 Ryton 13 Leamington 8 Solihull 6 London 5 Halewood 3 Eastnor 3 Castle Bromwich 1 Coventry
Austria 50
Australia 53
Belgium 49
Brazil 100
Canada 36
Germany 243
Spain 75
France 56
MENA (Middle East North Africa) 56
Singapore 37
Hungary 1
India 80
Italy 111
Japan 49
South Korea 49
Mexico 41
Netherlands 12
Russia 27
Slovakia 1
Taiwan 32
North America 254
South Africa 53
VIEW
Who
Point for consideration
- Weight of commercial employees centralised in C-6 grades.
- Proposed focus of new manager development.
- Development pathway should be across all roles
An advancement roadmap, with short and long term benchmarks;
What
Development of Portfolio of skills
Mapping the route an employee takes from a current position through successive roles to arrive at their ultimate goal.
Enabling readiness for development roles as/when they become available.
Adaptability to changing business landscape
Preparation for industry/environmental development, i.e. ICE to ACES, House of Brands.
Point for consideration What is the ultimate goal for commercial career progression? Advancement to higher 'ranks' or skill specialism. Action: Research via employee feedback and functional strategy Are there existing development suppliers we can utilise?
How long is the planning phase?
What is the wider functional direction?
The time and resources allocated will dictate the extent of intial development options available.
How soon should employees be in role before entering a development path?
Is it for all starters or for those with long term development aspirations?
The development plan types will depend on the employee role types and career paths.
How long should the development plan(s) take?
Task based vs long term career enhancement?
The purpose of development will impact the completion timeframe. .
When
Point for consideration Dependent on the outcome of strategy and feedback research it is suggested that there are multiple options of development, to serve both short term task based needs and long term career advancement. Action: Conduct Gap analysis to further investigate volumes of training types.
Why
What are the benefits of a formal career strategy?
- Improves career engagement
- Increased retention
- Attract top job candidates
- Enhanced productivity
- Maximise potential of high performers
- Boosts profits
Training is becoming a concern for employees as they face their career futures, according to a survey conducted in 2021 by Monster. "45% more likely to stay with their current employer if they were offered skills training"
Retention impact?
Productive outcomes essential
Social Cognitive Career Theory:Career development behaviours are affected by three social cognitive processes- self efficacy beliefs- outcome expectations- career goals
Point for consideration Changing landscape for job retention/competitive advantage. Outcome expectation management - Approval to hire vs role readiness
Career Framework
Career/developmentconversations
Experiencebasedlearning
ToolsandInformation
Create a global commercial career strategy, for all stages of development
Commercial CareersExperience
Strategic Alignment
Competency Framework
PathwayDevelopment
Developmentsupport
Design and create the career model
- Job Skills
- Role specialisms
- Career paths
Growth Plans Mentoring Promotion of development planning Leadership talent talks
R E F O C U S 2.0 - business excellence through value creation T H E N E E D F O R C H A N G E - Forth Industrial Revolution
Master/Specialist4Practitioner3Fundamentals2Awareness1No competency0
Short/Long term placements Job swaps and secondments International experiences 1 day 'in the life of' experiences Mock assessment centres
Webinars on-demand learning - internal Success Factors/Good Practice - external ashorne hill/MOOCs Reading material
Growth Plans Mentoring