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Career Progression Pathway
- 1. Tan Keng Hong Tony Experienced professional with a unique combination of expertise in Business Development, Marketing, Administration, and Human Resources. Email: tony.tan@i-healthyinvestment.com.sg Mobile: 81189155 | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony
- 2. Facilitation Critical Thinking Group Work Video Presentation Learning Mode | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony
- 3. Session Learning Outcome | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Understand the Career Progression Pathway concept
- 4. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Differences between Job vs Career Merely an activity Progression toward a life-long goal Short-term Long-term Likely to see in a narrow dimension: $$ Personal aspiration Beyond monetary benefits Showing Passion May not required specialised training Risk-taking which has higher risk? Job Career
- 5. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Career Progression Pathway In HR term, you call it ‘Graded Salary Structure and Salary Ranges’. Job Families – Kitchen Section, Marketing, HR Job Description – Duties & Responsibilities
- 6. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Career Progression Pathway Learning Progression Pathway Development Professional Developing Professional Seasoned Professional
- 7. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Proposed legislation: Progressive Wage Model Targeted Industry: Cleaning industry Classification into 3 categories: Group 1: Office and commercial buildings Group 2: Food and beverage (F&B) establishments Group 3: Conservancy sector Case Study
- 8. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Key Features: incorporate minimum wage skill upgrading certification itemisation of reimbursement components such as uniform, meal structured career ladder define job scope / description
- 9. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony minimum wage job scope skill upgrading career ladder
- 11. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Group Activity Identify a selected department/area in the Company. Select 1 job position and list down the required job activities (at least 8). Example Cook or HR Assistant. Identify at least 2 job activities can be consider of higher position e.g. Senior Cook.
- 12. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Group Activity - Example HR Assistant (Operational) job scope: To consolidate staff monthly salary (data-entry) HR Executive (Supervisory) job scope: Manage WP/EPOnline (MOM) HR Manager (Managerial) job scope: To draft HR policy
- 13. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony Debrief Q1. What Knowledge, Skills or Attitude required for each duties / responsibilities? Q2. What do you understand about Career Progression Pathway?
- 14. | Improve Professional Practice | Be Adaptable and Resilient | Tan Keng Hong Tony
Hinweis der Redaktion
- What the differences between Job vs Career? Risk-taking: Job OR Career
- Use Progressive Wage Model (PWM) to debrief for the mini presentation.
- Probing Questions:1. What Knowledge, Skills or Attitude required for each duties / responsibilities?2. What do you understand about career progression pathway? Write down the KEY word on flip-chart.3. How does it benefits you and the company? Write down the KEY word on flip-chart. Get participants to state their job scope (duties and responsibilities – state 1 will do). Write down in the flip-chart. Map the job scope to ‘Operational’, ‘Supervisory’ and ‘Managerial’ and ‘K’, ‘S’ and ‘A’- Briefly explain K S A; Map the job scope to ‘Knowledge’, ‘Skills’ and ‘Abilities’ (Competency)Differences between “Explicit Knowledge” (can be easily codified or recorded) vs “Tacit Knowledge” (not easy to record like certain EQ ability)70 : 20 : 10 OJT, problem-solving, experiential : social learning : formal learning/training e.g. certification
- Use below to conduct debrief; after facilitate sharing session: Pay for (length of) Service – Seniority-based wagePay for Job – Duties & Responsibilities Pay for Competency – Knowledge, Skills & Abilities to produce key results. Competency may be attained through formal training or even informal training e.g. experiential learning, problem solving, on-the-job-training. Pay for Performance – trait-based, behavior-based, knowledge/skills-based (Competency), activity-based or result-oriented basedJob and Performance can be use to formulate ‘Graded Salary Structure and Salary Range’