9UCA Career Coach
About This Course
LU1: Introduction to Fourth Industrial Revolution (4IR) Career Coaching
LO1: Identify 1 principle and guideline for career development and select 1 resource required to support career coaching at your workplace
LU2: Develop internal capabilities in career coaching for your top talent retention and succession planning align with organization strategies and needs
LO2: Develop a career development plan base on Skills framework, make use of 1 planning tools and method that is most suitable for your workplace
LU3: Implementing a career coaching programme
LO3: Demonstrate communication skills to increase adoption rates and gain support on coaching tools and services to your team
LU4: Your Career pathway
LO4: Conduct a coaching session, access the employee skills and experience with reference to your developed plan and recommend 1 career development options
LU5: Legal and Ethical considerations related to career coaching
LO5: Identify 2 measures to verify that the privacy and confidentiality of career coaching records are properly maintained
LU6: Evaluation criteria of an effective career coaching program
LO6: Evaluate the cost and effectiveness of your career coaching programme
What You'll Learn
a) Lack of career development and advancement.
b) Inadequate total compensation, and
c) Uncaring and uninspiring leaders.
This course addresses these 3 issues directly. In today’s modern workplace, which comprises of a multigeneration workforce, it is crucial for companies who wants to future proof their businesses, to invest on their people and retaining top talents requires the HR or L&D personnel to be equipped with new skills and capabilities to design or implemented new practices at the workplace.
The modern workplace places great emphasis on workplace learning. The development of career coaches within the organization will be essential for the transition and implementation of a people-centric talent development and advancement program with better alignment to working hours and compensation, better learning and coaching across cross-functional departments, and encourages among peer learning, learning from the senior management and reverse mentoring and coaching from younger talents in the organization.
Entry Requirements
Assumed Attitude
• Have effective communication and relationship management skills to work with employees from all levels and areas within an organisation
Assumed Skills and Knowledge
• Work with competitive knowledge of the business, industry and sector in which the organisation operates
• Be able to listen and speak English at a proficiency level equivalent to the Employability Skills Workforce Skills Qualifications (ES WSQ) & Workplace Literacy (WPL) Level 5
• The entry requirement will be some Secondary/‘N’ level/’O’ level qualification and above and be able to read and write English at a proficiency level equivalent to the ES WSQ WPL level 5/’N’ level.
• Be able to manipulate numbers at a proficiency level equivalent to ES WSQ Workplace Numeracy (WPN) level 5/’N’ level