Hot Spot: Career Development by Chatkaew Traichiraarporn https://padlet.com/pcpreawz/vki0f1no8h45sb84 I’m satisfied with the career development opportunities available at Unilever. en-us 2022-02-13 16:56:27 UTC 2022-03-14 02:40:33 UTC hello@padlet.com https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045653784 Everybody in WL1 level should know about the different type of people forum that is happening. Like who attends, who represents the team, etc. So we know who is representing our career wish to HR and people forum

]]> 2022-02-14 07:46:30 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045653784 Adding tangible goal or career path for a skill development and future fit plan https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045653984 1.Identify the KPI to proof on skills developped.
2. Identify the promotion plan once individual has reached the KPI on skill development.]]> 2022-02-14 07:46:38 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045653984 https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045657780 Continue sharing the job openings and Flex opportunities via email newsletter from HR, thanks for doing this Preaw!]]> 2022-02-14 07:49:02 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045657780 https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045658690 Can WL1 know about succession planning?]]> 2022-02-14 07:49:38 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045658690 Never get where I sit in the pool (matrix, BPS or whatever you call). LM should inform subordinates. https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045701170 2022-02-14 08:16:55 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045701170 Among managers, should have visibly/transparent standard criteria for the promotion. Some managers promote subordinates easily, some are not. This makes team discouraged. https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045755246 2022-02-14 08:49:37 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045755246 How to do the best career advancement for the person who works for cross-cat (i.e. spec team) or who has 2 reporting lines practically (work for both managers - but only one manager will process in terms of HR). I feel when doing a performance review/rating, a manager's voice will be lower than what a subordinate actually does and contributes with the reasons either LM may not really understand the nature of different roles/functions if LM and subordinate work in different roles/functions or the case of 2 reporting lines, another manager who doesn't need to do HR things for a subordinate may ignore to voice out during performance review/rating. https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045815433 2022-02-14 09:30:00 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2045815433 Please stop the manager who has not followed the guidelines. He/She was not even set up one on one session to discuss goals setting, EOY performance with subordinates. You don't need to know who are they. But there are! Please figure out how to. https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2058036386 2022-02-21 04:20:10 UTC https://padlet.com/pcpreawz/vki0f1no8h45sb84/wish/2058036386