The Career Development Action Plan (CDAP) focuses on your career development and personal needs. It is a valuable tool for people who want to progress methodically through a particular career path.
It is also a tool that:
- Sums up the career development data you have evaluated and simplified by carrying out exercises in all phases of a career development paradigm
- Provides a platform to converse with your manager concerning your career development.
- Provides a business plan for supervisors and employees to use in order to create activities that will enhance your skills, knowledge, and abilities.
We, at Ikon a recruitment agency in the Philippines have put together some steps for managers, HR personnel, and employees on how to create a career development action plan that we help you develop as a leader.
1. Summarize your competence and skills
Write what you love about your job. Madalas pag sinulat mo ang isang bagay mas mararamdaman mo yung mensahe o halaga nung sinulat mo at mas madaling tandaan. It will assist you in communicating your interests, strengths, values, and preference to your manager or supervisor, as well as what you need to develop your own skills.
2. Speak with Your manager/Supervisor
Syempre, hindi mo ito kaya na mag-isa lang, completing a career development action plan is a combined effort between employees and their supervisors. Show them the summary of your skills and competence and request for feedback. Such feedback should indicate your strengths and areas where you need to develop.
Your supervisor will enhance your awareness and understanding of the company's needs, expected turnover, technology changes, and so much more.
3. Set career goals
Consider your present position and that which you desire. Set your short-term (one year) and medium-term (two to five years) goals that are perfect for you and the company. Also, discuss your long-term (5+ years) goals and determine ways that can help you achieve those goals while in your present job.
4. Identify your skills
With your goals as a guide, identify the skills that you will need to grow. Map out the training that will help you expand those skills. Also consider the resources (time, money, etc.) that you will need to succeed. Put down the action processes you need to finish the activity.
5. Create milestone to measure your achievements
This is basically the most vital step. Kung gusto mo ma-improve ang skills mo, you need to practice all the knowledge you have acquired and build your skills. Write the steps you will need to complete the process. Schedule check-in meetings in order to report your status and receive feedback and guidance from your manager all through the development activities.
6. Evaluate your CDAP consistently
With your supervisor's assistance, review the acquired skills and the ways such skills have improved the performance of your job, so you can use them in the future. Set new objectives and (revise timelines and action steps as necessary).
A strategic and tactical plan provides your staff with clear direction and opportunities on ways to enhance their skills and enhance their careers. If your employees have the right skill set, they have the right tools to make your business grow.
Follow these important steps to make certain your staffs’ development plans are perfect.
Step 1: Consider your company's business goals
- Align your employee’s development requirements with your organization's business needs.
- Consider your short - and long-term business goals.
- When you have categorized your business goals, you can search for the basic skills, competencies, and knowledge that support those objectives.
Step 2: Speak with your employees
Never assume you know the career aspirations and skill level of your staff. Talk with them to get an understanding of what your employee’s career goals are.
Step 3: Recognize readiness vs. Potential
Whenever you examine your employees, always remember that there are disparities between readiness and potential. Readiness comes in various forms, such as skills, desire, and experience.
Note that not all staff wants to go into management. Employers often think that a great salesperson (Potential) will do well at managing a team of sale person (Readiness). Giving an employee a job he is not ready for will have damaging consequences.