S

Cork Region CPD

Autumn 2011 Management Skills for Engineers

SELF Management Skills for Engineers

S

Managing Careers

in

Challenging Times

Donal Molloy

Chartered FCIPD, MBS SHRM

QUESTIONS?

S Actively plan and manage their career?

S Know what Career Develop activities you will undertake in

the next 12 to 18 months?

S Plan your career beyond the next 12 months?

What is a career?

“Career: A sequence of employment

related positions, roles, activities and

experiences encountered by a person”

How Careers Have Changed

S Past Career Profile

S Linear and progressive

S Focused in one discipline

S Promotion often by time served

S Same job for working career

S Stable secure jobs

S Same company for duration of

career

S Employer guided career

management

S Modern Careers

S Wide range of occupational experiences

S Lateral career moves

S 3 to 5 different employers or self employment, contracting

S Short or fixed term contracts of employment, project based assignments

S Internationally focused

S Based on experience and performance

S Multi skilled business, management & IT

S Uncertain future

S Requires adaptability and flexibility

S Work life balance perspective

YOUR

CAREER

Technical Knowledge

IT Skills

Qualifications

Experience

&

Expertise

Strengths Skills & Abilities

Personality

Attitudes

Values

CPD

Keeping the Edge

Business & Management

Some facts of working life

S Change is constant & careers do not exist in a vacuum

S Planning your career means planning for change

S Career planning is a constant and ongoing process

S Ongoing examination, refinement, planning & execution

S The need to be flexible and adaptable

S Taking responsibility for personal career development

“Be Prepared”

Be Prepared

S The Scout Motto is: BE PREPARED which means you are always in a state of readiness in mind and body to do your DUTY.

S Be Prepared in Mind by having disciplined yourself to be obedient to

every order, and also by having thought out beforehand any accident or

situation that might occur, so that you know the right thing to do at the

right moment, and are willing to do it.

S Be Prepared in Body by making yourself strong and active and able to do

the right thing at the right moment, and do it.[1]

Source: Wikipedia

S Responsibility

S Flexibility

S Conscious career decisions

S Foresight rather then hindsight

Career Approaches

SActive:

SPassive:

Active Career Management

S Employee owned or Partnership approach

S Fully engaging with Company

S Availing of career development opportunity

S Looking to the future, taking responsibility

S Maintaining an open and flexible career focus

S Seeking opportunities, feedback and ongoing learning

S Being in control

Career Survival Skills

S Adaptable

S Agility

S Flexible

S Responsible

S Operational

S Strategic

The New World

S Job security lies not in employment but in employability

S Careers do not exist in a vacuum. Influenced by internal

and external factors

S Career for life (fact or fiction?)

S PEST Analysis

PEST ANALYSIS Factors impacting on Career Development

S Economic

S Access to capital

S Banking sector

S International & domestic markets

S Wider economy (Local & world)

S Individual company training/development

S Increased use of Outsourcing & Contracting

S Technology & Organisational Factors

S Communication & production technology

S Product and process innovation

S Process Efficiency

S Investment in R&D

S Rate of technology transfer

S Organisation of work

S Political

S Government policy & direction

S Level of government investment

S Government support of life long learning

S Government support for business development

S EU policy

S Research and Development

S Socio-cultural factors

S Demographics/Populations shifts

S Lifestyle preferences

S Changing social values

S Regional factors

S Education System

S

The Business Case

The Business Benefits

Career Management for Business

S Why employers need to embrace career management

S Businesses need Staff with the right mix of knowledge, skills, abilities and qualifications to meet client and business needs

S Develop unique competitive advantage in the long term

S Creates well rounded professionals

S Better return on investment (ROI) with specific targeted interventions

S Provides a partnership approach in managing and developing careers

S Improve employee morale, motivation and commitment.

S Requires commitment and support from all level of management to make it work

Employee

Career Planning

&

Supports

Development Assignments

Internal Job Market

Initiatives aimed at specific

populations

Career information

& advise

Component 1 – Career planning and support activities

Typical activities:

S Setting objectives for development (e.g. through personal development plans)

S Formal appraisal or developmental review with manager, supervisor or boss

S Informal appraisal, developmental feedback and career support from boss, other

Managers or peers

S Informal career support from HR or training function

S Developmental programmes

S CPD Support

Component 2 – Career information, advice and counselling

Typical activities:

S Career counselling by trained individuals (internal or external)

S Career information/advice from staff in a learning centre or career unit

S Career workshops or careers courses

S Career coaching

S Career information/tools on the intranet or on paper

Component 3 – Developmental assignments

Typical activities:

S External secondments

S Managed career break schemes

S Internal secondments, project assignments, work-shadowing

S International assignments.

Component 4 – Internal job markets and job posting systems

Typical activities:

S Internal job market, enabling individuals to be considered for internal

S Job vacancies

S Online job posting or vacancy boards

S Use of web-based systems for receiving CVs and vacancy applications online, and filtering of applicants

S Based on psychometric tests, biographical data and other measures.

Component 5 – Initiatives aimed at specific populations

Typical activities:

S High-potential development schemes

S Succession planning

S Graduate entry schemes

S Development or assessment centres

S Career moves managed by the organisation

S Career Management Activities:

S Performance Management

S Talent Management/Succession Planning

S Project Management

S Job Rotation

S Attendance and presentation at conferences etc

S Secondments & international assignments

S Additional educational support

S Work Life Balance (Career Breaks, Reduced Hours etc)

S Mentoring

S CPD

Employer Options:

S Skillet Programmes

S Engineers Ireland

S Other training providers

S Employer bodies

S Performance Management

S Career Development

S Succession & Talent Planning

Individual V Organisational

6

Figure 1: The individual’s perspective

Past

Past experience,

skills, knowledge

and expertise

What have I

achieved so far?

Present

Current priorities

for career What do I want to achieve

in the next few months?

Future

Future career and

life goals Where do I want to

be in 10 years’ time?

Figure 2: The organisational perspective

Past

Combined skills,

knowledge, abilities

and expertise of

people in the

organisation

Present

Current priorities

for developing

people within the

organisation

Future

Future talent

needed to ensure

viability and

competitive

advantage

CM combining EE & ER needs

Em

plo

ye

e

Em

plo

ye

r

Ca

ree

r m

ana

gem

ent

7 Figure 3: Reconciling organisational and individual perspectives

Past Present Future

Past experience, skills,

knowledge and expertise

Current priorities

for career

Future career and life

goals

Career management

Combined skills,

knowledge, abilities

and expertise of people

in the organisation

Current priorities

for developing

people within the

organisation

Future talent needed

to ensure viability and

competitive advantage

S Career Management

S About creating an optimal fit between the needs of the individual

and the organisation in the short and longer term

S Building capability, competence and flexibility

S Developing people to support business & personal development

S Builds strategic competence and capability

S Builds unique source of competitive advantage within the market

place

S

Your Career

Career Framework

S Where are you now?

S Skills and Performance

S Values and drivers

S What do you want more or less of in your life; at work; in the future?

S Career Options (Internal and External)

S Career Armoury

S Force Fields (SWOT/PEST)

S Three to five year plans with timelines and milestones

What are you good at?

“Know thy self”

S Strengths

S Experience/Potential

S Knowledge

S Qualifications

S Skills

S Attitude

S Personality

Sources of Career Support

S Line Manager as part of

appraisal process

S Line Manager not part of

appraisal

S Other managers (not ongoing)

S Other managers (on going)

S Professional Bodies

S Events

S Mentor

S Specialist Advisers

S HR

S Friends or colleagues

S Recruitment Agencies

Career SWOT Strengths Weaknesses

Education/Knowledge.

Experience.

Achievements

Competencies/Skills/Abilities/Aptitudes.

Interests

Personality/Interpersonal skills

What do you lack?

What do you need to improve on?

Feedback received from others?

Job advertisements requirements?

Personality traits

Interview Skills/Confidence etc

Opportunities Threats

Turing strengths into opportunities

Training & up skilling (In-house or externally)

Community resources & schemes

Internal Promotions, New projects, Cross functional

Social media (Branding)

New career opportunities

Self employment

Not taking control & action

Not being focused

Just waiting for opportunities

Not having a flexible career approach

Not learning and adapting

Not being realistic

Strengths what are they?

S Activities that make you feel strong, fulfilled, confident or powerful

S Activities that you feel passionate about

S The elements/tasks of the job you keep volunteering for or can’t wait to get stuck into

S What gives you a real sense of achievement

“You are the best judge of your strengths; internal validation”

Strengths

Talent

Knowledge Skills

Career Development

Opportunities

S Training courses

S Further qualifications

S Project work

S Overseas assignments

S Management Skills development

S CPD

S Cross functional projects

S Coaching and mentoring

S Conferences

S Soft skills development

S IT Skills

S CV Review and Design

S Internal & External CV

S Creating an effective CV

S Strengths based CV

S Outcome & Skills based

S Interview Skills

S Preparation for interviews

S Interview formats & how to prepare

S Answering tough interview

questions

S How to sell yourself at interviews

S Career Planning

S SWOT

S Personality Assessment

S 16PF & MBTI

S Creating a career plan

S Job Search

S Job Search strategy

S 3D Social Media CV

S Developing your brand

S Agencies

S

The Market & The Future

Market Trends

S Engineering Developments

S Lean management & six sigma

S Process efficiency and productivity

S Technology transfer

S Growth in manufacturing, process development, quality engineering

S Growth in energy, renewable, medical devices

S Energy & Construction

S Increase over 2010 figures

S Increased activity in:

S Energy, alternative energy

S Biomedical

S Pharmaceuticals

S ICT Engineering

S Transport

S Water

S Waste

S Communications

Skills most sought after by recruiters

Hard Skills

S Project Management

S Microsoft Product Suite

S AutoCAD

S Data Analysis/Virtualisation

S Strategic Planning

S Operations Management

S Six Sigma

S Business Development

S Executive Leadership

Soft Skills

S Problem solving S Self Confidence S Work Ethic S Communications S Teamwork S Self Direction/Self Motivation S Initiative S Ability to work under pressure S Logical Thinking S Dependability S Flexibility/Adaptability S Time Management S Leadership

Most popular qualities

employers look for

S Communications Skills

S Team skills/team player

S Energy/drive

S Initiative

S Ability to handle pressure

S Attention to detail

S Enthusiasm

S Leadership

The Total Package

S Technical Skills

S People Skills

S Project Management Skills

S Communication Skills (11th Oct)

S IT Skills

S Negotiation Skills (24th Oct)

S Presentation Skills

S Managerial & Leadership Skills

S Financial Skills (4th Oct)

S Organisational Skills (17th Oct)

Employability

S Keeping up to date on current and future developments

S Being future focused

S Use social media to build your professional brand

S LinkedIn & LinkedIn Groups

S Networking

S Engineers Ireland

S Other professional bodies

S Submitting papers and articles for publication

S Attend and present at conferences, seminars local, national and international

S Actively engage in performance management or career development where available

S Coaching and mentoring

S SWOT

S Up-date CV, Interview Skills be ready

S Link back to universities

“Success happen when

preparation meets opportunity”

www.hrconsult.ie