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Overview

Course Date:

TBA

Registration Period:

TBA

Duration/Frequency:

7.5 Hours

Mode of Training:

Face-to-Face (Classroom Teaching)

What You Will Learn

This practical course equips people managers with the skills to coach and mentor employees through structured career conversations that support development and organisational needs.

You will learn to develop and implement coaching and mentoring approaches to address learner developmental needs, examine how Career Health SG supports employee engagement, talent retention, talent optimisation and internal mobility. Also discover ways to distinguish career conversations from performance appraisals and other workplace conversations, and apply Values, Interests, Personality and Skills (VIPS) to identify employees’ motivations, strengths, aspirations and development needs.

You will also learn to tailor career conversations to employees at different career stages and evaluate career pathways and career dimensions beyond conventional promotion. Apply the 5P Framework—Policy, Plan, People, Programme and Process—to assess organisational and team readiness for supporting career conversations.

Using a structured before-during-after framework, you will plan and practise career conversations through facilitated discussions, role-play and reflection, and apply appropriate questioning, active listening, developmental feedback and expectation-management techniques. Finally, co-develop a Career Development Plan based on employee inputs and create an employee follow-through plan.

Topics to be covered

Career Health SG as a People and Business Strategy: why career health matters for employees, teams and organisations; manager mindset shift from directing employees’ careers to enabling employee career ownership
Understanding Career Conversations: purpose and characteristics of career conversations; career conversation versus performance appraisal; roles of employee, supervisor and organisation
Understanding Employees through Values, Interests, Personality and Skills: identifying employee motivations, strengths, aspirations and development needs; developing conversation prompts
Career Stages and Career Needs: onboarding, development, retention and separation stages; adapting conversations to different employee circumstances
Career Pathways Beyond Promotion: six career paths and eight career dimensions; matching career aspirations to suitable development options
Preparing the Organisation through the 5P Framework: Policy, Plan, People, Programme and Process; assessing team and organisational readiness
Conducting Effective Career Conversations: before, during and after the conversation; questioning and active listening; developmental feedback; expectation management; career-conversation practice
Co-creating a Career Development Plan and Follow-Through: translating conversations into goals and actions; identifying workplace support; documentation and review points

Overview

Course Date:

Registration Period:

Duration/Frequency:

Mode of Training:

What You Will Learn

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