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Bangalore, China, London, Malaysia,
Mumbai, Delhi, Singapore |
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Building leadership pipeline and clear succession plans for
high potential talent |
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| Career
Development Programmes |
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Selecting, retaining and developing the right
talent to implement business strategy is essential
for organisational success in today's dynamic and
global marketplace. This means having career
development, talent review and succession planning
practices that address key talent management issues
such as: |
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How do we define and communicate career path
opportunities to be well understood, realistic and
appealing to our people and strategic for our
business? |
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What talent capabilities are in place and what are
our important talent' gaps' for leadership and other
key roles, currently and into the future? |
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How do we grow and develop internally the skills
and experience we need? |
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How can we attract and retain high-value talent
resources? |
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Who are our high potentials and how do we
accelerate their development for key roles and
functions? |
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To be effective, career development programmes
need to be designed and implemented so that they
respond to these issues and consider the impact of
organisational culture, management decisionmaking,
the job structure and talent investment philosophy.
For many organisations, priority is also given to
employee engagement and self-service in the career
management process. PCI's career development guidance
and deliverables include the following consulting and
training services: |
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Competency-Based Career Roadmaps |
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Learning and Development Strategies and Resources |
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Competency-Based Selection Tools |
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Leadership Mentoring Programmes |
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Succession Planning Processes and Tools |
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High Potential Identification Processes |
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Career Management Skill Training |
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Strategic Talent Review Processes and Tools
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