Human Capital

Leadership II

Life and Career Plan

 Human Capital Inventory
Head Count: Total number
of people available
department-wise, sex- wise,
designation-wise, skill-wise,
pay roll-wise etc.
Job Family Inventory:
Number and category of
employees of each job family
(office staff, production staff,
etc.
Age Inventory: Age-wise number
and category of employees.
Dynamism, creative abilities
innovativeness in young
employees while making of
proper judgment and display of
maturity is shown by elderly
employees.
Inventory of Salary grades:
Sex wise Inventory: male
pay and allowance-wise and
and female employees of the
total emoluments-wise stock
organisation.
taking.
Inventory of Qualifications
and Training: Educational Local and Non-Local-wise
qualifications of the Inventory: stock of local
employees academic , employees and the
technical and special employees working remotely
qualifications.
Inventory of skill,
experience, values and
capabilities: employees with Inventory of Past
number of years of Performance and Future
experiences (10 yrs, 15-yrs, Potentialities.
20 yrs and more etc.), values
and capabilities.
M.B.A. Claudia Rivera García
 Career Plan
What does professional career mean?
• Includes the positions, courses and trainings that a person has developed during
their entire working life.

• Its planning must be done individually, in addition to the previous points, it must
take into account the characteristics of the individual such as preferences, skills,
temperament, etc.

• When the company includes this process in its activities, it can develop its
employees and reduce staff turnover, which also facilitates the coordination of
general strategies that contribute to the achievement of the objectives.

M.B.A. Claudia Rivera García

 Career Plan Elements

Hierarchies

Horizontal and Vertical Development

Development needs
• Education
• Experience
• Abilities
• Aptitudes

M.B.A. Claudia Rivera García

 Hierarchies
Title Hierarchy Salary Basic Monthly Salary
grade Level
It is a list that helps to Technical 1 A $10,533
degree
determine the development B $13,429
of individuals in an C $17,311
organization represented or D $21,461
classified by grade, seniority,
Bachelor 2 0-2 years of +2 years of
experience or merit. Degree experience experience
A $13,259 $14,412
Basically it is an organization
B $17,325 $18,413
system that serves to
C $20,235 $22,812
categorize ascending
D $24,181 $26,996
It is necessary to cover and Master or 3 Master PHD
PHD Degree
meet professional goals in A $22,192 $29,439
certain positions. B $26,276 $34,558
C $32,497 $43,638
D $37,654 $50,095

M.B.A. Claudia Rivera García

 Horizontal and Vertical
Development
There are two types of professional development:

• It allows lateral movements within an organization and this

works so that an employee feels motivated and finds new
challenges.
Horizontal • There are no remunerations whether monetary or
promotional, but the employee increases their value to the
company and also to feel revitalized

• The employee goes upwards within the organization, that is,

promotions.
• Nowadays, it is less and less frequent since there are different
Vertical factors like the management does not allow the optimal
performance of the employee either e.g. because a reduction
of workforce.

M.B.A. Claudia Rivera García

 Development needs: education,
experience, abilities, aptitudes.
Education.
• Regularly responds to a demand from the company in which it is specified that for a worker to
aspire to positions of greater importance within the organization must have a professional
preparation as well as having the knowledge and skills to occupy that position of work, if the
worker does not have the professional academic training required, it is impossible for him to
compete and consequently he will not obtain a more beneficial position.

Experience
• It is the optimal development in a position, this allows managers the opportunity to perform
under pressure and learn from mistakes.

Abilities and skills

• Within an organization a clear plan is required for the optimal development of the same and must
be very clear about the skills and aptitudes that the position needs for that it is necessary that it
has well developed:
• Intelligence quotient
• Emotional coefficient
• Attitudinal coefficient

M.B.A. Claudia Rivera García

 Professional development

There are a seemingly infinite number of initiatives that can lead to success at your
company. You can pull levers on product development, QA, sales, marketing, customer
success…etc… but prioritizing what will have the greatest impact is tough. It’s no
wonder that employee development often ends up at the bottom of a very long list.

Your people are your company. They want to feel that their managers genuinely care
and are committed to supporting their professional advancement and even their personal
growth. Millennials in particular desire support, coaching, and paths to advancement.

Employee development is a long-term initiative, but it also leads to short-term benefits

like increased loyalty and improved performance and engagement.

Let’s study 5 ways to improve professional development at your company.

M.B.A. Claudia Rivera García

 Professional development
1) Professional Training

• Depending on the role, formal employee training may be required to ensure competency and even
excellence. Create a knowledge-base of critical information and best practices to pass on to new hires as you
grow your team. This will be time-consuming at first, but will pay off in the long run.

• For many roles above entry-level, training manuals are as obsolete as time-clocks. When you  hire
experienced candidates, they will put their existing skills and knowledge to work.

• At first you will mainly have to teach them the particulars of your offering and acclimate them to your
company culture. If your culture is healthy and other employees believe in your product or service, this will
happen almost organically through conversations and regular interactions. 

• As time goes on, you can augment their knowledge and abilities with business books, seminars, and access
to e-learning on topics from project management to demand generation. By simply reading one or two
online articles per week, employees can stay up-to-date with marketplace trends and new practices,
strategies, and tactics that others have found successful. 

M.B.A. Claudia Rivera García

 Professional development

2) Coaching & Mentoring

• According to Harvard Business Review, managers today are overburdened and “no longer pass-on
knowledge, skills, and insights through coaching and mentoring. Organizations need to support and
incentivize managers to perform this work.”

• Coaching may seem intimidating at first, especially for managers that have little to no experience.
But today’s employees demand more than just telling them what to do. To ease into coaching, start
by asking some simple questions every week:

– Are there any obstacles you are facing, and can I help?
– What’s an action you can take next week to improve your overall performance?
– What would you like to learn that could help you in your role?

• When company leaders are intentional about having the right conversations regularly take place,
employees can self-reflect on their accomplishments, and managers can support them in achieving
their true potential. M.B.A. Claudia Rivera García
 Professional development
3) Cross-Departmental Training

Management must guide each of their teams to improve the overall health of the company. Take as
an example how Customer Success impacts product development initiatives and vice-versa.

Customers demand a new feature and Customer Success passes that information to the product
team. When the new feature is released, Customer Success will likely have to answer customer
questions about best practices with the feature.

You can encourage cross-departmental training and have a

developer review a customer email or sit in on a call with
support. Members of your Customer Success  team can join a
scrum meeting or stand-up with the development team. No one
is likely to make a career shift, but they can each see the impact
of their efforts more clearly. What they learn can also inform
the fine details of dev’s work on the product, or Customer
Success’s conversations with customers.

M.B.A. Claudia Rivera García

 Professional development
4) Develop “Soft-skills”

• It’s unfortunate that these vital skills have been de-emphasized in corporate
environments. Even the name “soft skills” makes them seem relatively unnecessary.
• Dan Goleman’s framework of emotional intelligence at work is just as important as the
intellectual know-how required to perform a specific task. Self-awareness, self-regulation,
motivation, empathy and social skill all play a vital role in effective leadership and
execution at all levels of the organization.
• Try bringing in an expert to teach your team how to
read body-language or practice non-violent
communication. This may not seem as important a
skill as learning to code or creating a pivot table,
but it goes a long way towards improving
communication and cohesion between employees.
When the team is in harmony, work gets done more
efficiently and with greater ease.

M.B.A. Claudia Rivera García

 Professional development
5) Personal development

Your employees don’t just exist in a professional capacity to serve your organization. They are whole
human beings comprised of physical, intellectual and emotional experiences. For them to evolve both
personally and professionally, employee development must be holistic:
– Emotional balance
Ask questions like, “How do you feel about your work lately? Are you struggling with anything?” This
meets our basic needs to be seen, heard, acknowledged, and validated. A supportive manager who is
skilled at listening and staying present to employee challenges can help raise them out of a tough
emotional space.
– Intellectual growth
Books and seminars don’t just have to be about business. You can provide continuing education
around personal finance or fostering healthy relationships. When you have occasion to reward an
employee for performance, sponsor their attendance at a class that will further their personal goals
and hobbies.
– Physical health
An easy and inexpensive way to develop employees’ physical health is to stock your office with
healthy food options. You can also make agreements with gyms or sport clubs near your facilities.

M.B.A. Claudia Rivera García

 Restructuring Proposal

Restructuring involves changing or

modifying, completely or partially, the
productive processes, implies
reorganization of the administrative
activities, or any other activity that entails
the participation of the company's Human
Resources.

Therefore, it is a proposal, where the

career plan of the personnel is modified,
with the purpose that with the new
planning the collaborators that are
participants in this project, manage to
adapt to the change.

M.B.A. Claudia Rivera García

 Professional Career Proposal
• Professional career must be defined clearly for each of the collaborators.

• Each collaborator should have the opportunity to be promoted within the company.

• Developing the PCP brings benefits, adjusting the strategies and development plans
based on the needs of the staff, and in this way, prepare the staff, for the good
performance in their position.

M.B.A. Claudia Rivera García

 Life Plan

It is divided into 3 Parts:

Guide for the preparation
of the appropriate Life Plan
Description of technical
measures that can be
implemented to achieve
our objectives step by step

Strategic issues

M.B.A. Claudia Rivera García

 Induced guide

It is a prerequisite for the development of the Professional Life Plan, as it will provide
information on the steps to follow and make the most appropriate decisions.

It provides detailed recommendations, explained step by step, for the entire process of
developing a strategic.

M.B.A. Claudia Rivera García

 Collaborators Panel
It is a meeting between several collaborators on a specific topic, in this case a Life Plan or
the goals for each one of them. The members of the panel, who usually receive the name
of "panelists", express their opinion and point of view on the subject that is under
discussion.

Sometimes a panel meeting admits people, as observers, to people outside the panel; This
public can ask questions to clarify the content or position of a member of the panel.

The panel has the sense of a consultation with

experts to clarify situations or issues, in this
case about the Life Plan and career assigned to
each of the collaborators.

M.B.A. Claudia Rivera García

 Retirement Plan
A retirement plan should not be confused with a pension plan.

Retirement plan Pension plan

• It is an insurance, and in fact it is • It is a financial savings product in

managed through the insurance
companies
• Can be rescued at any time,
provided that we fulfill the
conditions that we have agreed
• Profitability is not so high
• Not deductible but we will only
pay for the interests that the plan
has generated
which we make contributions that
we can rescue at the time of
retirement
• Can only be redeemed at the time
of retirement
• It is more attractive, but because
it is a financial product that
depends to a large extent on the
progress of the markets, it also
entails greater risk, especially in
variable income plans.
• Tax-deductible

M.B.A. Claudia Rivera García

 Career Plan Simple Template

Career Plan

• Name of the employee:

• Age:
• Scholarship:
• Current Position:
• Years of service in the company:
• Employee strengths (more relevant skills when performing their work):
• Weaknesses of the employee (aspects that have a negative impact on his
work):
• Training needs for improving employee’s work development:
• Performance evaluation scores.
• Possible positions or promotions (positions that employee could fill if
necessary, or could fill if promoted).

M.B.A. Claudia Rivera García