Career Development for Professionals Gali Shapira Talent Management June 1st, 2016

Objectives Career development in todays’ world Career development in Amdocs

The World of Career Development is Changing In the last decade global companies are moving to flatter and / or matrixed structures One of its major implications is how we manage our career and get ready for future moves These structures do not support employees’ wish for always moving upwards And still organizations will not go back to hierarchical structures

The World of Career Development is Changing Most employees will practice 12 different roles before reaching their 50’s  “Portfolio mgmt. mindset” Versatility is balancing depth & breadth of skills In a flatter and matrix organization, the Y model is too simple “in the age of information, ignorance is a choice…” - the way we learn is also changing (collaborative learning, 70-20-10 development model…)

Growth-based Careers Priorities Experiences over Promotion rate Growth Mindset Growth-based Careers Priorities Experiences over Promotion rate Focus on obtaining new experiences that build their skills Experience different roles and different parts of the organization Growth opportunities drive career move decisions Career Planning today is about: Setting mid-term goals Being able to “connect the dots” and knowing how to tell your career story

Career Management Practice in Amdocs 1 2 Culture Processes Infrastructure Career Development for the “FEW” Career Development for the “MANY”

Career Development in Amdocs: The Evolution of a New Practice 2014-2015 – Putting The Role at the Center: Define a new Role Architecture Move levels behind the sciences Role based salary tables New Competency Model Role and Competency Based Learning Career Maps Annual Global Career Days

Career Development in Amdocs: The Evolution of a New Practice 2016 onwards – Strengthening a “Growth Mindset” and Build Organizational Capabilities: Evolving Performance Mgmt. (role based forms, managers trainings) Internal mobility as a critical process Adjust C&B practice to recognize lateral moves Career planning workshops for managers and employees Employee Profile (“internal LinkedIn”) Promoting personal development (“beyond the 10%”) Redesign related business processes to create a bigger impact