Navigating Your Career A Systemic Approach to Career Development
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Navigating Your Navigating Your Career Career A Systemic Approach to A Systemic Approach to Career Development Career Development Bettina Davis Intel Corporation eBG People Development & Training Manager November 20, 2002
description
Navigating Your Career A Systemic Approach to Career Development. Bettina Davis Intel Corporation eBG People Development & Training Manager November 20, 2002. Objectives. Overview of People Solutions: an alternative model for managing people aspects in large corporations - PowerPoint PPT Presentation
Transcript of Navigating Your Career A Systemic Approach to Career Development
Navigating Your Career Navigating Your Career
A Systemic Approach to A Systemic Approach to Career DevelopmentCareer Development
Bettina DavisIntel CorporationeBG People Development & Training Manager
November 20, 2002
Objectives
Overview of People Solutions: an alternative model for managing people aspects in large corporations
Overview of a systemic Career Development and Training Framework: Intel’s eBG NyC– Behind the scenes: framework, systems,
processes, and tools– The customer view: “Navigating Your Career”
(NyC)
Context
Business group size: ~ 3000 people Locations: US, Asia, Europe (multiple
locations in all geos) Business type: eBusiness Group – drive Intel
to utilize e-Business to more effectively run its business with customers, suppliers, and employees
Key PS Programs
Workforce Planning
Health Assessment
Performance Mgt Process
… other programs based on business need
Partnership based on
eBG People Solutions Operating Model
People Development
& TrainingCommunication
EmbeddedPeople
Systems
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
X
HRD
Business Impact Resource Availability Skills Needed
X X XX
Navigating Your Career
Management Development
Leadership Development
X
X
X
Navigating Your Career
Long & mid range Planning
Setting Career Development & Training Up for Success …
• Good employee training efforts • Training uncoordinated• Training and competency worknot tied together
• Training Framework • Budget• Training Roadmap• Indicator definition• Focus internal
• Future competencies• Evaluation• Flawless execution with technology • Focus on partnership/Best in Class
2001 2002 2003
Lev
el O
f In
teg
rati
on
6 eBG Job Families
6 eBG Job Families
4 Key Job Family components
4 Key Job Family components
Integration ofvertical training
in competencies and curriculum
Integration ofvertical training
in competencies and curriculum
SupportingProcesses
& Tools
SupportingProcesses
& Tools
Applicable - to other groups and various business scenariosFlexible - for additional Job Families/vertical requirementsSystemic - training tied to competencies
Behind the scenes …
The Customer View … Welcome To NyC
Analyst Academy Project Manager
Academy Developer Training Engineer Curriculum Application Mgr Training
Analyst Academy Project Manager
Academy Developer Training Engineer Curriculum Application Mgr Training
Career Paths
Wondering what direction to take in your career? Try "navigating your career” through the eBG Career Development & Training website.
Competencies & Training
http://XXX/people%20solutions/training/careerdev/Navigate.htm
Navigating Your Career (NyC) is the name for eBG’s Employee Training Framework and Career Development Process
NyC Tool Tour
• The NyC web site was designed for easy user navigation. •The yellow pie-shaped graphic contains links to each tool in the NyC career development process
• The NyC web site was designed for easy user navigation. •The yellow pie-shaped graphic contains links to each tool in the NyC career development process
• Standardized job descriptions with competency definitions specific to eBG• eBG users can access the job descriptions for their current job or any other job they are interested in
• Standardized job descriptions with competency definitions specific to eBG• eBG users can access the job descriptions for their current job or any other job they are interested in
Each of the job descriptions have embedded competency and skill matrices that describe grade level expectations
Each of the job descriptions have embedded competency and skill matrices that describe grade level expectations
NyC Tool Tour
• Skills self assessment tool with options to gather performance feedback and create an IDP• Users can assess their own skill level or can solicit 360 feedback from peers or managers using Skills Builder II
• Skills self assessment tool with options to gather performance feedback and create an IDP• Users can assess their own skill level or can solicit 360 feedback from peers or managers using Skills Builder II
• Training: Curriculums and roadmaps (Academies) by job family• To build their own development plan, users can visit the eBG Academies to identify and enroll in specific courses
• Training: Curriculums and roadmaps (Academies) by job family• To build their own development plan, users can visit the eBG Academies to identify and enroll in specific courses
• Illustrative paths for most typical career moves and skills required for new positions
• Users can also select from a number of future career paths at Intel based on their interests and 1:1 planning with their manager
• Illustrative paths for most typical career moves and skills required for new positions
• Users can also select from a number of future career paths at Intel based on their interests and 1:1 planning with their manager
NyC Tool Tour
Measuring NyC – 3 Months after Launch
NyC Launch
Training/Academies
Leveraging the Framework
Customer Testimony
NyC Launch
Training/Academies
Leveraging the Framework
Customer Testimony
• 90% of employees included in NyC• 95% of job code alignment complete• web sites among the most requested • 30% of employees have active skills assessments
• ~93% of targeted managers attended NyC training• NyC Training evaluation ratings in the 90% range• 68 training sessions held in Q3• 561 students trained in Q3• 6340 Total hours of training provided in Q3
• 1 business group actively adopting• Framework being evaluated as a site model• X-NyC model requested by 3 other business groups
• “Good material, very crisply presented and I have developed a NYC action plan for myself is less than 30 mins.” (GER)• “This is a great program - keep up the good work.” (US)• “Really like the 'cheese' segments - makes it very easy to understand how it all works together.” (GER)• “I like the fact that I can do a self assessment of myself and then solicit feedback from my peers and managers.” (US)
• 90% of employees included in NyC• 95% of job code alignment complete• web sites among the most requested • 30% of employees have active skills assessments
• ~93% of targeted managers attended NyC training• NyC Training evaluation ratings in the 90% range• 68 training sessions held in Q3• 561 students trained in Q3• 6340 Total hours of training provided in Q3
• 1 business group actively adopting• Framework being evaluated as a site model• X-NyC model requested by 3 other business groups
• “Good material, very crisply presented and I have developed a NYC action plan for myself is less than 30 mins.” (GER)• “This is a great program - keep up the good work.” (US)• “Really like the 'cheese' segments - makes it very easy to understand how it all works together.” (GER)• “I like the fact that I can do a self assessment of myself and then solicit feedback from my peers and managers.” (US)
Summary & Key Points
A systems approach* to Training is recommended to build the workforce and move away from training as adhoc events
A systems approach takes longer - senior management support is key– research, external consultants, supporting tools
A training system enables adjustments that are caused by changing business conditions
The approach is applicable to small and large groups Employees appreciate an organization’s commitment
to development
* Systems approach = competencies, job descriptions, career paths, and training classes tied together
