5th April 2011 From Kenya, Nairobi
With the additional inputs my understanding is that you are seeking a format/ program that can capture the achievements of your clients which they can then present to current employers to leverage growth prospects or showcase the same to prospective employers.
As a prelude to this it is imperative that they have a clear outline of their JD and KRA for these would set the parameters to assess their performance and identify their specialised knowledge base and skill sets.
Ideally your clients should be encouraged to record their major achievements as often as possible and review it if possibly monthly or at least quarterly. E.g If you take the case of an officer in a bank, apart from their routine targets the additional targets set could include their contribution to cross selling the banks products like insurance and garnering FD and getting new clients/ accounts. In effect what this means is that the officer would with each promotion actually be handling larger and larger volumes of business which when quantified showcases his/ her growth and reflects their abilities and strengths.
Recording the above is a very personalised and individualistic matter. What matters is being able to see the growth, the achievements, the learning and understanding reasons for failures. Presenting these are also a matter of personal style and communication skills. E.g A certain scientist when presenting his achievements told the management that in the first year his target was to get an independent charge of a project which he managed before the year was out. In the second year he had kept a target to ensure that in addition to meeting his own project deadlines he aimed to ensure that his expertise was used by at least 6 out of the 17 projects that were on going. He managed to get actively participate in 8 projects and in addition got another independent project to handle when the team lead left. He then outlined his targets for the next 5 years. From senior scientist he was made and additional director simply because he showcased his abilities and performance and outlined his growth path.
Trust the above provides some roadmap and helps you guide your clients.
5th April 2011 From India, Mumbai
Thanks, I did however get for the purpose of writing a powerful resumes (CV) for my clients a 4 column table the 'CARS/SARS matrix' to help them record their past achievements.
C- representing the Context or situation that the compaany was in e.g for delays in submission of audited accounts
A- the action taken by the staff member e.g. got the team to start recording all transactions in a timely fashion, agreed on deadlines etc etc
R - for the results that these actions produced esp. to resolve the original situation/context eg. more positive management report from auditors, timely submission of accounts and
S- for the skills gained and the achievement recorded that are transferable to another employer eg skills in team leadership, intricate understanding of the accounting processes, ability to break these into sections etc etc
I needed something simple like this to help my clients distinguish clearly between an achievement/accomplishment and that added value or made a positive difference.
I will gladly advise my clients to keep a journal of events and opportunities they constantly come across in their careers and how to seize these to give some mileage to their careers......this runs across all positions within an organization
Having been in HR it was not uncommon to have cv's looking alike and job seekers not knowing their worth, Career coaching has helped me improve and salvage many careers and help with progression
Thanks Jacob, I hope that someone else has benefited from this discussion as I have
6th April 2011 From Kenya, Nairobi