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

2. Objectives Career development in todays’ world
Career development in Amdocs

3. 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

4. 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, development model…)

5. 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

6. Career Management Practice in Amdocs1 2
Culture
Processes
Infrastructure
Career Development for the “FEW”
Career Development for the “MANY”

7. Career Development in Amdocs: The Evolution of a New Practice
– 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

8. 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